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
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Summarize the purpose and
process of employee orientation
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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 Copyright 2013 Pearson Education
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
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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 Copyright 2013 Pearson Education
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
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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
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 Copyright 2013 Pearson Education
Leading Organizational Change Unfreezing stage o Urgency. o Commitment
Moving stage o Coalition o Vision o Acceptance o Gains Copyright 2013 Pearson Education
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.
