PowerPoint Presentation by Charlie Cook The University of West Alabama 1 Human Resource Management ELEVENTH EDITION G A R Y D E S S L E R © 2008 Prentice Hall, Inc. All rights reserved. Training and Developing Employees Chapter 8 Part 3 | Training and Development

© 2008 Prentice Hall, Inc. All rights reserved.8–2 After studying this chapter, you should be able to: 1.Describe the basic training process. 2.Describe and illustrate how you would go about identifying training requirements. 3.Explain how to distinguish between problems you can fix with training and those you can’t. 4.Explain how to use five training techniques.

© 2008 Prentice Hall, Inc. All rights reserved.8–3 Purpose of Orientation Feel Welcome and At Ease Begin the Socialization Process Understand the Organization Know What Is Expected in Work and Behavior Orientation Helps New Employees

© 2008 Prentice Hall, Inc. All rights reserved.8–4 The Orientation Process Company Organization and Operations Safety Measures and Regulations Facilities Tour Employee Orientation Employee Benefit Information Personnel Policies Daily Routine

© 2008 Prentice Hall, Inc. All rights reserved.8–5 Analyzing Training Needs Task Analysis: Assessing New Employees’ Training Needs Performance Analysis: Assessing Current Employees’ Training Needs Training Needs Analysis

© 2008 Prentice Hall, Inc. All rights reserved.8–6 Assessing Current Employees’ Training Needs Performance Appraisals Job-Related Performance Data Observations Interviews Assessment Center Results Individual Diaries Attitude Surveys Tests Methods for Identifying Training Needs

© 2008 Prentice Hall, Inc. All rights reserved.8–7 Programmed Learning AdvantagesAdvantages  Reduced training time  Self-paced learning  Immediate feedback  Reduced risk of error for learner Presenting questions, facts, or problems to the learner Allowing the person to respond Providing feedback on the accuracy of answers

© 2008 Prentice Hall, Inc. All rights reserved.8–8 Distance and Internet-Based Training Teletraining Videoconferencing Internet-Based Training E-Learning and Learning Portals Distance Learning Methods

© 2008 Prentice Hall, Inc. All rights reserved.8–9 Literacy Training Techniques Testing job candidates for basic skills Instituting basic skills and literacy programs Employer Responses to Functional Illiteracy

© 2008 Prentice Hall, Inc. All rights reserved.8–10 Management Development Assessing the company’s strategic needs Developing the managers and future managers Long-Term Focus of Management Development Appraising managers’ current performance

© 2008 Prentice Hall, Inc. All rights reserved.8–11 Management Development (cont’d) Job Rotation Action Learning Managerial On-the-Job Training Coaching/ Understudy Approach

© 2008 Prentice Hall, Inc. All rights reserved.8–12 Managing Organizational Change and Development StrategyTechnologiesCulture What to Change StructureEmployees

© 2008 Prentice Hall, Inc. All rights reserved.8–13 Managing Organizational Change and Development (cont’d) Overcoming resistance to change Effectively using organizational development practices The Human Resource Manager’s Role Organizing and leading organizational change

© 2008 Prentice Hall, Inc. All rights reserved.8–14 K E Y T E R M S employee orientation training performance management negligent training task analysis performance analysis on-the-job training apprenticeship training job instruction training (JIT) programmed learning simulated training electronic performance support systems (EPSS) job aid management development succession planning job rotation action learning case study method management game role playing outsourced learning behavior modeling in-house development center organizational development controlled experimentation