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7

Training and Developing


Employees

Copyright 2013 Pearson Education

Learning Objectives
1.
2.

3.
4.
5.

Summarize the purpose and process of


employee orientation.
List and briefly explain each of the fivesteps in
the training process and to measure the
outcomes.
Describe and illustrate Training Need
Analysis.
Discuss how you would motivate trainees.
List and briefly discuss the importance of the
leading organizational change

Copyright 2013 Pearson Education

Summarize the purpose and


process of employee
orientation

Copyright 2013 Pearson Education

The Purposes of Employee


Orientation/Onboarding
Employee orientation
A procedure for providing new employees with
basic background information about the firm.
Welcome
Basic information
Understanding the
organization
Socialization
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The Orientation Process


Company
Organization and
Operations

Employee Benefit
Information

Personnel
Policies

Employee
Orientation

Daily
Routine

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Safety Measures
and Regulations

Facilities
Tour

List and briefly explain each


of the five steps in the
training process

Copyright 2013 Pearson Education

The ADDIE Five-Step


Training Process

Analyze the training need (TNA)


Design the overall training program
Develop the course/ training material
Implement the training
Evaluate the course effectiveness

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Conducting the Training


Needs Analysis
Focus on : identifying the training that
employees will need to fill these new
future jobs
TNA tied up with SUCCESSION
PLANNING
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TNA and Succession


Planning
TNA : IDENTIFYING/PREPARED the
training and developing that
employees need to fill the company
key positions, then formulate plans
to ensure that high potential
employee get the training and
development to fill the company
future position
Copyright 2013 Pearson Education

Describe and illustrate how


you would identify training
requirements

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Task Analysis

Detailed study
Job descriptions
Job specifications
Performance standard
Performing the job
Task analysis record

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Designing the Training


Program
Setting learning
objectives
Creating a
motivational
learning
environment

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Discuss how you would


motivate trainees

Copyright 2013 Pearson Education

Making the Learning Meaningful


Birds-eye view provide the information about
the training (the important/methods/benefit)

Familiar examples suit the level of the


trainees

Organize - arrange the material and presentation


in logically and meaningful

Familiar terms use the terms and concepts that


they familiar and use as many visual add

Perceived need create a perceived training


need in trainees minds
Copyright 2013 Pearson Education

Making Skills Transfer


Obvious and Easy

Similarity
Practice
Label
Attention
Heads-up
Pace

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Explain how to use five


training techniques

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Implementing Training
Programs
On-the-job training training a person
to learn a job while working on it
o Types of on-the-job training
1. Job rotation
2. Special assignments
3. Peer training/understudy method
Copyright 2013 Pearson Education

The OJT Process


Preparation - to put the learner at ease and
relieve tension

Present the operation - explain the


quantity and quality requirements of the job

Tryout - the learner should go through the job


several times slowly while explaining each step.
Mistakes should be corrected

Follow-up - contact person the learner can


reach for help so any faulty work patterns should
be corrected.
Copyright 2013 Pearson Education

Other Types of Learning

Apprenticeship training
Informal learning
Job instruction training
Lectures
Programmed learning
Audiovisual-based training

Copyright 2013 Pearson Education

List and briefly discuss four


management development
programs

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Off-the-Job Management
Training and Development

Behavior modeling
Corporate universities
Executive coaches
SHRM learning system
Talent management

Copyright 2013 Pearson Education

List and briefly discuss


the importance of the
eight steps in leading
organizational change

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Managing Organizational
Change Programs
What to change
1. Structure
2. Technology
3. Other
Lewins change process
o Unfreezing
o Moving
o Refreezing
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Leading Organizational
Change
Unfreezing stage
o Urgency.
o Commitment

Moving stage
o Coalition
o Vision
o Acceptance
o Gains
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Refreezing stage
o Reinforcement
o Monitor

Evaluating The Training Effort


Measurement
Reaction evaluate trainees reactions to the
program. Did they like the programs or did they think
it worthwhile

Learning test the trainees to determine whether


they learned the principles, skills, and facts they were
supposed to learn.

Behaviour Ask whether the trainees on the job


behavior changed because of the training program

Results most important ask what the results did


we achieve, in terms of the training objectives