Training and Developing Employees Chapter 7 Training and Developing Employees Summarize the purpose and process of employee orientation. List and briefly explain each of the five steps in the training process. Conduct a needs assessment to identify training requirements. Explain how to distinguish between problems you can fix with training and those you can’t. Discuss how you would motivate trainees. Explain how to use five training techniques. List and briefly discuss four management development methods. List and briefly discuss the eight steps in leading organizational change. Answer the question, “What is organizational development and how does it differ from traditional approaches to organizational change?” Explain what to consider in evaluating the effectiveness of a training program.

Orienting and On-boarding New Employees Employee Orientation A procedure for providing new employees with basic background information about the firm What is the Purpose of Employee Orientation? Welcoming new employees Provide them with basic information Helping employees to understand the organization Helping employees to socialize

Orienting and On-boarding New Employees The Orientation Process The Employee Handbook Orientation Technology

Overview of the Training Process The process of teaching new or present employees the basic skills they need to perform their jobs. Negligent Training A situation where an employer fails to train adequately, and the employee subsequently harms a third party.

Overview of the Training Process Aligning Strategy and Training Training Strategic Context The firm’s training programs must make sense in terms of the company’s strategic goals. Performance Management Taking an integrated, goal-oriented approach to assigning, training, assessing, and rewarding employees’ performance.

Overview of the Training Process The ADDIE Five Step Training Process 1 2 3 Analyze the training need. 4 Design the overall training program. 5 Develop the course (actually assembling/creating the training materials). Implement training, by actually training the targeted employee group using methods Evaluate the course’s effectiveness

Overview of the Training Process Conducting the Training Needs Analysis Job Requirements Training Gap Employee Capabilities

Overview of the Training Process Conducting the Training Needs Analysis Strategic Training Needs Analysis Current Training Needs Analysis Task Analysis: Analyzing New Employees Training Needs Talent Management: Using Profiles and Competency Models Performance Analysis: Analyzing Current Employees Training needs

Overview of the Training Process Conducting the Training Needs Analysis Training Needs Analysis Is training a solution? Training Problem Can’t Do Other Problems Won’t Do Is training the best solution?

Overview of the Training Process Designing the Training Program Setting learning objectives Creating a motivational learning environment Making the learning meaningful Making skills transfer obvious and easy Reinforcing the learning Ensuring transfer of learning to the job Other training design issues

Overview of the Training Process Developing the Program Training content Materials Specific instructional methods Custom Off-the-shelf

Implementing Training Programs 1 On the job training (coaching – understudy – job rotation – special assignments – mentoring - reverse mentoring) 2 Apprenticeship training 3 Informal learning 4 Job instruction training 5 Lectures

Implementing Training Programs 6 Programmed learning (intelligent tutoring systems) 7 Audiovisual based training (DVD – films – PP presentations – videoconferencing – audiotapes – videotapes) 8 Vestibule Training 9 Electronic Performance Support Systems (EPSS) 10 Videoconferencing

Implementing Training Programs 11 Computer-Based Training (CBT) 12 Simulated Learning 13 Internet-Based Training (Learning portals) 14 Improving Productivity Through HRIS (Learning Management Systems) 15 Mobile Learning

Implementing Training Programs 16 The Virtual Classroom 17 Lifelong and Literacy Training Techniques 18 Diversity Training 19 Team Training

Implementing Management Development Programs Any attempt to improve current or future management performance by imparting knowledge, changing attitudes, or increasing skills. Strategy’s Role in Management Development

Implementing Management Development Programs Managerial On-the-Job Training 1 Coaching – Understudy 2 Job Rotation 3 Action Learning

Implementing Management Development Programs Off-the-Job Management Training and Development Techniques 1 The case study methods 2 Management games 3 Outside seminars 4 University related programs 5 Role playing

Implementing Management Development Programs Off-the-Job Management Training and Development Techniques 6 Behavior modeling 7 Corporate universities 8 Executive coaches 9 The SHRM Learning System

Managing Organizational Change Programs What to change? What is the HR managers role in change?

Managing Organizational Change Programs What are Change Approaches? 1 Lewin’s Change Approach What Are The Human Resource Management Applications For Each Approach? 2 Organizational Development Approach

Evaluating the Training Efforts Designing the Study Time series design Controlled experimentation

Evaluating Training and Development Training Effects to be Measured Effectiveness 1- Reaction 2- Learning 3- Behavior Cost Effectiveness 4- Results