Chapter 8

Training and Developing Employees

Part Three | Training and Development

Copyright 2011 Pearson Education, Inc. publishing as Prentice Hall PowerPoint Presentation by Charlie Cook The University of West Alabama

Purpose of Orientation

Orientation Helps New Employees

Feel welcome and at ease

Understand the organization

Know what is expected in work and behavior

Begin the socialization process

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The Orientation Process

Employee benefit information

Company organization and operations

Personnel policies

Employee Orientation

Safety measures and regulations

Daily routine

Facilities tour

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The Training Process

Training
Is the process of teaching new employees

the basic skills they need to perform their jobs

Is the process of acquire or add knowledge.

Change Attitude and improve or develop skills to employees.

Trainings Strategic Context

The aims of firms training programs must make

sense in terms of the companys strategic goals.

Training fosters employee learning, which

results in enhanced organizational performance.

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Steps in the Training Process

The Four-Step Training Process
1

Needs analysis

2
3 4

Instructional design Program implementation

Evaluation

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Training, Learning, and Motivation

Make the Learning Meaningful
1. At the start of training, provide a birds-eye view of the material to be presented to facilitate learning. 2. Use a variety of familiar examples. 3. Organize the information so you can present it logically. 4. Use terms and concepts that are already familiar to trainees. 5. Use as many visual aids as possible.

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Training, Learning, and Motivation (contd)

Make Skills Transfer Easy
1. Maximize the similarity between the training situation and the work situation. 2. Provide adequate practice. 3. Provide heads-up, preparatory information that lets trainees know what might happen back on the job.

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Training, Learning, and Motivation (contd)

Reinforce the Learning
1. Trainees learn best when the trainers immediately reinforce correct responses, perhaps with a quick well done. 2. The schedule is important. The learning curve goes down late in the day, so that full day training is not as effective as half the day or three-fourths of the day.

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Analyzing Training Needs

Training Needs Analysis

Task Analysis:
Assessing new employees training needs

Performance Analysis:
Assessing current employees training needs

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Performance Analysis: Assessing Current Employees Training Needs

Specialized Software Assessment Center Results Individual Diaries Performance Appraisals

Methods for Identifying Training Needs

Job-Related Performance Data

Attitude Surveys

Observations

Tests

Interviews

Cant-do or Wont-do?

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Training Methods
On-the-Job Training Informal Learning Lectures Computer-Based Training (CBT) Simulated Learning

Programmed Learning
Audiovisual-Based Training Teletraining and Videoconferencing Electronic Performance Support Systems (EPSS)

Internet-Based Training
Learning Portals

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The OJT Training Method

On-the-Job Training (OJT)
Having a person learn a job

by actually doing the job.

Types of On-the-Job Training

Coaching or understudy Job rotation Special assignments

Advantages
Inexpensive Learn by doing Immediate feedback

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On-the-Job Training
Steps to Help Ensure OJT Success
1

Prepare the learner Present the operation Do a tryout Follow up

2 3

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Delivering Effective Lectures

Dont start out on the wrong foot. Give your listeners signals. Be alert to your audience. Maintain eye contact with audience. Make sure everyone in the room can hear.

Control your hands.

Talk from notes rather than from a script. Break a long talk into a series of five-minute talks.

Practice and rehearse your presentation.

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Programmed Learning
Presenting questions, facts, or problems to the learner Providing feedback on the accuracy of answers

Allowing the person to respond

Advantages
Reduced training time Self-paced learning Immediate feedback Reduced risk of error for learner

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Internet-Based Training

Teletraining and Videoconferencing

Distance Learning Methods

Electronic Performance Support Systems (EPSS)

Computer-Based Training

E-learning and learning portals

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Implementing Management Development Programs

Long-Term Focus of Management Development

Assessing the companys strategic needs

Appraising managers current performance

Developing the managers and future managers

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Succession Planning
Steps in the Succession Planning Process
1

Anticipate management needs Review firms management skills inventory

2
3

Create replacement charts

Begin management development

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Management Development Techniques

Managerial On-the-Job Training

Job rotation

Coaching and understudy

Action learning

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Other Management Training Techniques

Off-the-Job Management Training and Development Techniques
The case study method Management games Role playing Behavior modeling Corporate universities Executive coaches

Outside seminars
University-related programs

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Managing Organizational Change Programs

What to Change

Strategy

Culture

Structure

Technologies

Employees

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Evaluating the Training Effort

Choosing Which Training Effects to Measure
Reaction of trainees to the program

Learning that actually took place

Behavior that changed on the job Results achieved as a result of the training

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