1. CHAPTER 9 TRAINING AND DEVELOPMENT

2. Training and Development Training and DevelopmentTraining and Development –Represents an ongoing investment in employees and realizes that employees are assets with value. Importance of Training and DevelopmentImportance of Training and Development –Rapid technological changes cause skill obsolescence. –Redesign of work brings about the need for new skills. –Mergers and acquisitions have increased the need for integrating employees into different corporate cultures. –Employees are moving between employers more often, necessitating the training of more new hires. –Globalization of business requires new knowledge and skills. Training and DevelopmentTraining and Development –Represents an ongoing investment in employees and realizes that employees are assets with value. Importance of Training and DevelopmentImportance of Training and Development –Rapid technological changes cause skill obsolescence. –Redesign of work brings about the need for new skills. –Mergers and acquisitions have increased the need for integrating employees into different corporate cultures. –Employees are moving between employers more often, necessitating the training of more new hires. –Globalization of business requires new knowledge and skills.

3. Benefits of Training and Development Individual employeeIndividual employee –Increased employee marketability –Increased employee employability security OrganizationOrganization –Improved bottom line, efficiency, and profitability –Increased flexible in having employees who can assume different and varied responsibilities –Reduced layers of management –Helps make employees more accountable for results. Individual employeeIndividual employee –Increased employee marketability –Increased employee employability security OrganizationOrganization –Improved bottom line, efficiency, and profitability –Increased flexible in having employees who can assume different and varied responsibilities –Reduced layers of management –Helps make employees more accountable for results.

4. Planning and Strategizing Training

6. Setting Training Objectives Align/match identified training needs with training objectives.Align/match identified training needs with training objectives. Define objectives in specific, measurable terms:Define objectives in specific, measurable terms: –In terms of desired employee behaviors. –In terms of the results that are expected to follow from such behaviors. An source of information for setting objectives can be the data on performance deficiencies that is contained in the organization’s performance management system.An source of information for setting objectives can be the data on performance deficiencies that is contained in the organization’s performance management system. Align/match identified training needs with training objectives.Align/match identified training needs with training objectives. Define objectives in specific, measurable terms:Define objectives in specific, measurable terms: –In terms of desired employee behaviors. –In terms of the results that are expected to follow from such behaviors. An source of information for setting objectives can be the data on performance deficiencies that is contained in the organization’s performance management system.An source of information for setting objectives can be the data on performance deficiencies that is contained in the organization’s performance management system.

7. Design and Delivery Critical Training Design IssuesCritical Training Design Issues –Interference from and the difficulty of overcoming prior training, learning or established habits. –Whether or not employees transfer (utilize) the newly learned skills back to the job. –Having an organizational environment that is supportive of training and development. –The choice of a training environment (e.g., on-the-job training) that closely approximates or simulates actual job or working conditions to facilitate the transfer of learning. Critical Training Design IssuesCritical Training Design Issues –Interference from and the difficulty of overcoming prior training, learning or established habits. –Whether or not employees transfer (utilize) the newly learned skills back to the job. –Having an organizational environment that is supportive of training and development. –The choice of a training environment (e.g., on-the-job training) that closely approximates or simulates actual job or working conditions to facilitate the transfer of learning.

8. EvaluationEvaluation Is an integral part of the overall training program.Is an integral part of the overall training program. Provides feedback on the effectiveness of the training program.Provides feedback on the effectiveness of the training program. Evaluation criteria should be established in tandem with and parallel to training objectives.Evaluation criteria should be established in tandem with and parallel to training objectives. Is an integral part of the overall training program.Is an integral part of the overall training program. Provides feedback on the effectiveness of the training program.Provides feedback on the effectiveness of the training program. Evaluation criteria should be established in tandem with and parallel to training objectives.Evaluation criteria should be established in tandem with and parallel to training objectives.

10. Integrating Training with Performance Management Systems and Compensation

11. Reading 9.1: Strategies that Impact the Transfer of Learning Effective Scheduling of Training SessionEffective Scheduling of Training Session –Morning hours, fewer hours per session, more frequency. Training at the Appropriate TimeTraining at the Appropriate Time –Deliver training as close to the actual time when learning will used/needed on the job. Pre-training PreparationPre-training Preparation –Employees need to be made aware of the benefit and importance of training. Training DeliveryTraining Delivery –Training and transfer are enhanced by using a variety of training techniques. Effective Scheduling of Training SessionEffective Scheduling of Training Session –Morning hours, fewer hours per session, more frequency. Training at the Appropriate TimeTraining at the Appropriate Time –Deliver training as close to the actual time when learning will used/needed on the job. Pre-training PreparationPre-training Preparation –Employees need to be made aware of the benefit and importance of training. Training DeliveryTraining Delivery –Training and transfer are enhanced by using a variety of training techniques.

12. Reading 9.2: Key Factors Influencing Training Program Success PlanningPlanning –Establish a structured linkage between the organization’s strategic mission and the goals of training and development initiatives. DoingDoing –Select a specific training program content and choose a appropriate training method to deliver the content. PlanningPlanning –Establish a structured linkage between the organization’s strategic mission and the goals of training and development initiatives. DoingDoing –Select a specific training program content and choose a appropriate training method to deliver the content. CheckingChecking –Evaluate training results by measuring participant reactions and responses to behavioral exercises during the training. ActingActing –Determine how sustain and enhance the role of training and development in the organization.