Training the Workforce

In This Section… Recognize the difference between training and development Understand the Training Process Determine when employees need training and the best type of training given a company’s circumstances Recognize the characteristics that make training programs successful Understand how to socialize new employees effectively

Key Training Issues How can training keep pace with a changing organizational environment? Should training take place in a classroom setting or on the job? How can training be effectively delivered worldwide? How can training be delivered so that trainees are motivated to learn

Training vs. Development The process of providing employees with specific skills or helping them correct deficiencies in their performance. Current Job Individual Employees Immediate Fix current skill deficit May be seen as negative Development An effort to provide employees with the abilities the organization will need in the future Current and future job Work group and organization Long term Prepare for future work demands

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?

Managing the Training Process

Managing the Training Process (Cont.) Phase 1 - Needs Assessment Identifying the problems or needs that training must address and provide the information required to design the training program Levels of needs assessment: Organizational Task Person

Managing the Training Process (Cont.) Four Steps to Conducting a Needs Assessment: Step 1. Perform a "Gap" Analysis. Current situation vs. Desired or necessary situation The difference the "gap" between the current and the necessary will identify our needs, purposes, and objectives Problems or deficits Impending change Opportunities Strengths New directions Mandated training

Managing the Training Process (Cont.) Four Steps to Conducting a Needs Assessment: Step 2. Identify Priorities and Importance Examine each in view of their importance to your organizational goals, realities, and constraints Cost-effectiveness Legal mandates Executive pressure Population Customers

Managing the Training Process (Cont.) Four Steps to Conducting a Needs Assessment: Step 3. Identify Causes Of Performance Problems and/or Opportunities. Are our people doing their jobs effectively? Do they know how to do their jobs?

Managing the Training Process (Cont.) Four Steps to Conducting a Needs Assessment: Step 4. Identify Possible Solutions and Growth Opportunities Training may be the solution, IF there is a knowledge problem Organization Development Activities may provide solutions when the problem is not based on a lack of knowledge and is associated with systematic change strategic planning organization restructuring performance management effective team building

Managing the Training Process (Cont.) Phase 2 – Development and Conduct of Training Phase The training program that results from the needs assessment should be a direct response to an organizational problem or need Approaches vary by: Location Presentation Type

Managing the Training Process (Cont.) Phase 2 – Development and Conduct of Training Phase Location Options – On the Job (OJT) Job rotation Apprenticeships Internships Advantages Relevant to job Can be inexpensive to implement Immediate feedback Disadvantages Can be costly in customer satisfaction Wide variation in quality and content of teaching

Managing the Training Process (Cont.) Phase 2 – Development and Conduct of Training Phase Location Options – Off- the-Job Training Advantages Gives employees uninterrupted time More conducive to learning/less distractions Disadvantages Learning may not transfer back to job Employees may view training as an opportunity to enjoy time away from work

Managing the Training Process (Cont.) Phase 2 – Development and Conduct of Training Phase Presentation Options Slides and Videotapes Teletraining Computers Simulations Replicate job demands at off-site facility Virtual Reality (VR) The use of a number of technologies to replicate the entire real-life working environment in real time Classroom Instruction and Role-plays

Managing the Training Process (Cont.) Phase 2 – Development and Conduct of Training Phase Types of Training Skills Training job aids External sources of information that provide job related information Retraining Cross-functional Training Team Training

Managing the Training Process (Cont.) Phase 2 – The Training and Conduct Phase Types of Training – (Cont.) Creativity Training – brainstorming Literacy Training Diversity Training Crisis Training Customer Service Training Ethics Training

Managing the Training Process (Cont.) Phase 3 – The Evaluation Phase Monetary Assessment ROI (return on investment) of training ROI = (Training Benefits – Training Costs)/(Training Costs) x 100 = (Net Training Benefits)/(Training Costs) x 100

Managing the Training Process (Cont.) Phase 3 – The Evaluation Phase (Non-Monetary) Level 1: Reaction Were the participants pleased? What do they plan to do with what they learned? Level 2: Learning What skills, knowledge, or attitudes have changed? By how much? Level 3: Behavior Did the participants change their behavior based on what was learned in the program? Level 4: Results Did the change in behavior positively affect the organization?

Managing the Training Process (Cont.) Phase 3 – The Evaluation Phase Legal Issues in Training The major requirement here is that employees must have access to training and development programs in a nondiscriminatory fashion

Employee Orientation and Socialization Process of informing new employees about what is expected of them in the job and helping them cope with the stresses of transition Orientation content Information on employee benefits Personnel policies The daily routine Company organization and operations Safety measures and regulations Facilities tour

Employee Orientation and Socialization A successful orientation should accomplish four things for new employees: Make them feel welcome and at ease. Help them understand the organization in a broad sense. Provide a Realistic Job Preview (RJP) Make clear to them what is expected in terms of work and behavior. Help them begin the process of becoming socialized into the firm’s ways of acting and doing things.