Beruflich Dokumente
Kultur Dokumente
Challenges
Determine when employees need training and the best type of training given a companys circumstances. Recognize the characteristics that make training programs successful. Weigh the costs and benefits of a computer-based training program. Design job aids as complements or alternatives to training.
2001 by Prentice Hall 8-2
Training
The process of providing employees with specific skills or helping them correct deficiencies in their performance.
8-3
Development
An effort to provide employees with the abilities the organization will need in the future.
8-4
Development
Current and future jobs Work group organization Long term Prepare for future work demands
8-5
Challenges in Training
Is training the solution to the problem? Are the goals of training clear and realistic? Is training a good investment? Will the training work?
2001 by Prentice Hall 8-6
Evaluation
8-7
Feedback Skills
1. Supervisor describes the issue in concrete terms. 2. Supervisor attacks the problem, not the performer. 3. Supervisor provides feedback in a timely fashion.
8-8
Drawbacks
Many programs do not assess employees progress so managers cannot measure the employees skill level. Many programs lack a feedback mechanism to help employees determine how much theyve learned.
8-11
8-12
Overall, the rating of our telephone service by customers and internal users is poor. Together, we are going to fix this problem, and fix it fast.
2001 by Prentice Hall 8-13
Creativity can be learned and developed. The following techniques can be used to improve a trainees skill in generating innovative ideas and solutions to problems. 1. Analogies and Metaphors drawing comparisons or finding similarities can improve insight into a situation or problem. 2. Free Association freely associating words to describe a problem can lead to unexpected solutions. 3. Personal Analogy trying to see oneself as the problem can lead to fresh perspectives and, possibly, effective solutions. 4. Mind Mapping generating topics and drawing lines to represent the relationships among them can help to identify all the issues and their linkages.
8-15
Be flexible about when and where training is held and provide incentives for participation.
Provide for self-paced learning. Use a variety of training tools.
1
2 3 4
Participants reaction to the training at the time of the training. Participants learning of the content of the training. Participants use of their new skills and knowledge back on the job. Companys return on the training investment.
8-17
$1,341 $1,156
$1,165 $1,211
control group was not trained. The numbers cited here for the control group were compiled before and after the training group underwent training.
2001 by Prentice Hall 8-18
x x
8-19
SocializationDo It Yourself!
WHATS THE PATH TO SUCCESS?
Get to know people in the organization, especially those who can tell you what it takes to succeed. Make it a goal to get to know four new people in the first two weeks on the job.
GET FEEDBACK.
Have a meeting with your boss within the first month to get an informal sense of how you are performing so far.
DO IT.
Pick a reasonable project and complete it within your first two months on the job. Completing the project will not only show initiative, it will probably introduce you to other parts of the organization and further immerse you in the culture.
2001 by Prentice Hall 8-20
8-21