Human Resource Management · evaluate a trainig progress is assessing participants' reactions. •...
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2018-12-08
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Sherman Chui
2018-2019-1
GUANGDONG UNIVERSITY OF FOREIGN STUDIES
Human
Resource
Management
HR Management Syllabus
Week 1 Course Introduction + note taking
Week 2 HRM Overview
Week 3 Job Analysis & Job Requirement
Week 4 Leadership (10.7 补课)
Week 5 Recruitment
Week 6 What Counts Factor
Week 7 Staff Grading (ATM)
Week 8 Interview
南校G201 Thur. 18:30-19:50 20:00-21:20
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HR Management Syllabus
Week 8 Interview
Week 9 Salary & Benefit
Week 10 Performance Appraisal
Week 11 Staff Training & Politics
Week 12 CSR Sharing
Week 13 Sexual Harassment + Racial Discrimination
Week 14 China Labor Law
Week 15 Ethics and cultures
Week 16 Course Review
南校G201 Thur. 18:30-19:50 20:00-21:20
Staff Training
• System Model of Training• Designing the Training Program
Instructional ObjectivesTrainee Readiness and MotivationPrinciples of Training
•Implementing the Training ProgramTraining Methods for Nonmanagerial EmployeesMethods for Management Development
• Evaluating the Training Program 4 Criteria Reactions, Learning, Behaviors, Results:
• Special Topics in Training and DevelopmentOrientation Training/ Basic Skill TrainingTeam Training/ Cross TrainingEthics Training/ Diversity Training
• Learning Curve
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Many new employees come equipped with most of the KASs needed to start work.
Others require extensive training before they are ready to make much of a contribution to the organization.
1. System Model of Training
• Phrase 1: Needs Assessment
• Phrase 2: Design
• Phrase 3: Implementation
• Phrase 4: Evaluation
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Phrase 1. Needs Assessment
• Organization Analysis-where to emphasize training.
• Task Analysis-determine the KASs needed.
• Person Analysis-who needs training.
Phrase 2. Designing the Training Program
•Instructional Objectives
•Trainee Readiness
•Learning Principles
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Instructional Objectives
• Desired outcomes of a training program.
Trainee Readiness and Motivation
• Trainee readiness refers to both maturity
and experience of trainees.
• Trainee motivation implies that trainees must realize they need new knowledge or skills and maintain a desire to learn as the training progress.
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6 Essential Strategies-to create a conductive learning training environment
• 1. Use positive reinforcement.
• 2. Eliminate threats and punishment.
• 3. Be flexible.
• 4. Have participants set personal goals.
• 5. Design interesting instruction.
• 6. Break down physical and psychological obstacles to learning.
Principles of Learning
Goal setting Individual difference
Modeling
Active practiveand repetition Whole vs part learning
Massed vs distributed learning
Feedback and reinforcement
Meaningfulness of presentation
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3. Implementing the Training Program( Phrase 3. Implementation )
•Training Methods for Nonmanagerial Employees
•Training Methods for Management Development
Methods for Nonmanagerial Employees
• On-the-job training
• Apprenticeship training
• Cooperative training
• Internship programs
• Blended learning
• E-learning
• Just-in-time training
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Methods for Management Development
• On-the-job experience
• Seminars or conference
• Case studies
• Management games and simulations
• Role-playing
• Behavior modeling
4. Evaluating the Training Program( Phrase 4. Evaluation )
• 4 Evaluating Criteria:
Reactions
Learning
Behavior
Results
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(1). Reactions
• One of the simpliest and most common approaches to evaluate a trainig progress is assessing participants' reactions.
• Trainee can critique the instrctors or make suggestions about participant interactions, feedbacks, and the like.
• Examples of potential quesitons:
Did you achieve them?Did you like this program?Should the organization continue to offer it?What suggestions do you have for imporving the program?
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(2). Learning
• Testing the knowledge and skills of trainees before and after a training program will help determine their improvement.
(3). Behavior
• Transfer of learning-Effective application of principles learned to what is
required on the job.
AcquiredKnowledge
Practice
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(4). Results, or Return on Investment (ROI)
• A company's ROI refers to the benefits it derives from training its employees relative to the costs it incurs.
4. Special Topics in Training and Develpoment
•Orientation Training
•Basic Skills Training
•Team Training
•Cross Training
• Ethics Training
• Diversity Training
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• Orientation Training
• The pformance process of familiarizing new employees with the organization, their jobs, and their work units.
• Basic Skills Training
• List of basic skills:
• Reading• Writing • Computing• Speaking• Listening• Problem-solving• Managing oneself/ self-doscipline• Knowing how to learn• Working as part of a team• Leading others
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•Team Training
• Process Dynamics• meeting skills
• brainstorming
• negotiation skills
• project planning
• decision making
• ...
• Behavior Dynamics• building turst• establishing norms• conflict resolution• member communication• features of good teams• ...
Teamwork behaviors that differentiate effective teams:
•Cross Training
• The process of training employees to do multiple jobs within an organization.
Task A
Task B Task C Task D
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Ethics Training
• Ethics training becomes more prevalent in companies following various high-profit corporate scandals.
•Diversity Training
2 kinds of diversity training:
• Awareness building:
- helps the employees appreciate the benefits of diversity training.
• Skill building:
- provides the employees with the KASs.
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Learning Curve
DEFINITION OF 'LEARNING CURVE'A concept that describes how new skills or
knowledge can be quickly acquired initially, but
subsequent learning becomes much slower.
At first, a minimal investment of resources yields
significant results, but the payback from continuing
effort is smaller.
The learning curve was first described by
psychologist Hermann Ebbinghaus in 1885 and
elaborated by psychologist Arthur Bills in 1934.
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Learning a Skill All Skills are Acquired Some take Less Time than Others Better Coaching will Shorten Learning
Mastering a Skill Level 5: Professional
(10,000 hours)
Level 4: Expert
(2500 hours)
Level 3: Amateur
(800 hours)
Level 2: Apprentice
(300 hours)
Level 1: Novice
(100 hours)
Level 0: Beginner
(0 hour)
Professional
Expert
AmateurApprentice
NoviceBeginner
Level 0Level 1
Level 2Level 3Level 4Level 5
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Learning a Musical Instrument Violin (10+ years)
Piano (8+ years)
Guitar (6+ years)
Saxophone (4+ years)
Tambourine (2 weeks)
Conclusion
• System Model of Training• Designing the Training Program
Instructional ObjectivesTrainee Readiness and MotivationPrinciples of Training
•Implementing the Training ProgramTraining Methods for Nonmanagerial EmployeesMethods for Management Development
• Evaluating the Training Program 4 Criteria Reactions, Learning, Behaviors, Results:
• Special Topics in Training and DevelopmentOrientation Training/ Basic Skill TrainingTeam Training/ Cross TrainingEthics Training/ Diversity Training
• Learning Curve