Chapter 8 Employee Training and Development Importance of Training Who Will Do the Training How Employees Learn Best Developing a Job Training Program Retraining Orientation Overcoming Obstacles to Learning

Importance of Training Teaching people How to do Their Jobs: There are three kinds of training: Job Instruction, Retraining, and Orientation. The big sister, big brother, or buddy system is when a old hand shows a newcomer the ropes. When good training is absent there is likely to be an atmosphere of tension, crisis, and conflict because nobody knows what to do.

The Benefits of Training Gives the supervisor more time to manage, standardized performance, less absenteeism, less turnover, reduced tension, consistency, lower costs, more customers, better service Gives the workers confidence to do their jobs, reduces tension, boost morale and job satisfaction, reduces injuries and accidents, gives them a chance to advance. Gives the business a good image and more profit.

Then why is training often neglected? Urgency of need Training time Costs Employee turnover Short-term worker Diversity of worker Kinds of jobs (simple-complex) Not knowing exactly what you want your people to do and how

Who we need to send the Training? The magic apron method: people train themselves the easiest ways to get the job done, and it will keep them from getting into trouble. teaches shortcuts and ways of breaking the rules. Big sister, big brother, or buddy method: passes on bad habits and may resent new person as a competitor. The logical person to train new workers is Yourself!

How do Employees Learns the Best? Learning is the acquisition of skills, knowledge, or attitudes. The adult learning theory is a field of research that examines how adults learn. A number of the following tips come from the adult leaning theory.

How employees learn the best: When they are actively involved in the learning process-(to do this choose a appropriate teaching method). Training is relevant and practical. Training material is organized and presented in chunks. Training is in an informal, quiet, and comfortable setting. When they have a good trainer. When they receive feedback on performance. When they are rewarded.

Training Objectives Innovative Problem Solving Regular

Developing a Job-Training Program Training plan: A detailed plan for carrying out employee training for a unit of work. 1st- establish performance standards: they provide a ready made structure for a training program. 2nd- write a training objective derived form above. 3rd- Develop standard procedures (list tasks and spell them out).

Types of Training Skills Training Refresher Training Cross Functional Training Team Training Creativity Training Diversity Training

On-the-Job Training JIT Coaching Mentoring Job Rotation Apprenticeship training Committee Assignments

Training Methods Classified by the location of Instruction On- the- Job Training It is provided when the workers are taught relevant Knowledge, Skills & abilities at actual work place Off-the-Job Training It requires that trainees learn other than actual work place

Developing a Unit Training Program This is taught in several sessions. It should provide check points to measure progress. Should include two elements: 1. Showing and telling the employee what to do. 2. Having the employee do it (right). Location should be quiet. Training materials should be the same as used on the job.

Moving from Plan to Action Training people with some experience begins with a pretest. Carry out the training program with employees who do not meet standards. Once the training process is complete EVALUATE.

Evaluation Formal evaluation: uses observation, interviews, and surveys to monitor training while its going on. Summative evaluation: measures results when training is complete in five ways: 1. Reaction 2. Knowledge 3. Behavior 4. Attitudes 5.Productivity

Job Instruction Training (JIT) Also called on the job training. Consists of 4 steps: 1. Prepare the learner 2. Demonstrate the task 3. Have the worker do the task 4. Follow through: put the worker on the job, correcting and supporting as nessicary.

Classroom Training Skills/Mentoring Be aware of appropriate body language and speech. Watch how you talk to employees. Covey respect and appreciation. Handle problem behaviors in an effective manner. Avoid time wasters. Facilitate employee participation and discussion. Use visual aids to avoid constantly referring to notes.

Retraining/ Coaching Needed when changes are made that affect the job, employees performance drops below par, or when the worker has not mastered a particular technique. A positive one-on-one approach to retraining is referred to a coaching. Coaching is a two part process. 1. Observation of the employees performance. 2. Conversation between manager and employee focusing on job performance.

Orientation: the pre-job phase of training. Introduces each new employee to the job and the workplace. Tells new staff members what they want to know and what the company wants them to know. Communicates information give out a employee handbook. Creates positive employee attitudes toward the company and the job.

Job Rotation This kindof training involves the movement of trainee from one job to another Helps him to have a general understanding of how the organization functions. The main purpose is to provide trainees with a larger organizational perspective & greater understanding of different functional areas Relive boredom Allows to build rapport with a wide range of individuals with the org.

Apprenticeship Training Apprentices are trainees who spend a prescribed amount of time, working with an experienced guide, coach or trainee Most craft workers are trained through formal apprenticeships program. It demands high level of participation from the trainee. The biggest disadvantage is that –uniform period of training offered to trainees.

Committee Assignments Training are asked to solve an actual organizational problem. Trainees have to work together & offer solution to the problem Assigning talented employees can give these employees a broadening experience & can help them to understand the personalities, issues & processes governing the org. Develops team spirit, work together towards common goals.

Off-the-Job Methods Vestibule training Role playing Lecture Method Conference/Discussion Approach Programmed Instruction

Methods of Evaluation Questionnaires Tests Interviews Case studies Feed back

Evaluation of Training Program Hamblin suggested 5 levels Reactions Learning Job Behavior Org Growth Ultimate value

Overcoming Obstacles to Learning Reduce fear with a positive approach (convey confidence in the worker). Increase motivation: emphasize whatever is of value to the learner, make the program form a series of small successes, build in incentives and rewards. Limited abilities: adjust teaching to learners level. Laziness, indifference, resistance: May mean a problem worker.

Overcoming Obstacles to Learning Teaching not adapted to learners: Deal with people as they are (teach people not tasks), keep it simple, involve all the senses. Poor training program: revise to include objectives. Poor instructor: The trainer needs to know the job, be a good communicator + leader, sensitive, patient, helpful, etc.