1. 8-1 Copyright ©2010 Pearson Education, Inc. publishing as Prentice Hall Training the Workforce Chapter 8

2. 8-2 Copyright ©2010 Pearson Education, Inc. publishing as Prentice Hall  Key Training Issues  Training vs. Development  Challenges in Training  The training process:  Needs assessment  Development and conducting training  Evaluation  Orientation and Socialization Chapter 8 Overview

3. 8-3 Copyright ©2010 Pearson Education, Inc. publishing as Prentice Hall  How can training keep pace with a changing organizational environment?  Should training take place in a classroom or on the job?  How can training be delivered effectively, worldwide?  How can training be delivered so that trainees are motivated to learn? Key Training Issues

4. 8-4 Copyright ©2010 Pearson Education, Inc. publishing as Prentice Hall  Training— provide employees  With specific skills, or  Help correct deficiencies in performance  Development— effort to provide abilities the organization will need in the future Training vs. Development

5. 8-5 Copyright ©2010 Pearson Education, Inc. publishing as Prentice Hall  Is training the solution to the problem?  Are training goals clear and realistic?  Is training a good investment?  Will the training work?  Must flow from strategic goals Challenges in Training

6. 8-6 Copyright ©2010 Pearson Education, Inc. publishing as Prentice Hall  Teach others what you learned  Assign yourself homework  Set goals that apply the lessons  Develop your own job aids  Get a training partner  Ask for help Transfer of Training: From Learning to Doing

7. 8-7 Copyright ©2010 Pearson Education, Inc. publishing as Prentice Hall  Needs Assessment Phase  Developing and Conducting Training  Clarifying the objectives of training  The training and conduct phase  The Evaluation Phase  Legal issues and training Managing the Training Process

8. 8-8 Copyright ©2010 Pearson Education, Inc. publishing as Prentice Hall The Training Process

9. 8-9 Copyright ©2010 Pearson Education, Inc. publishing as Prentice Hall  Organizational Analysis— identify:  Organizational needs  Level of support for training Needs Assessment  Task Needs— examine job to be performed  Based on job analysis  Identify needed KSAs  Person Needs  Which employees need training?

10. 8-10 Copyright ©2010 Pearson Education, Inc. publishing as Prentice Hall  Develop set of objectives Clarifying Training Objectives  Relate objectives to KSAs  From assessment phase  State in behavioral terms  Make objectives as specific as possible  Use objectives to assess effectiveness

11. 8-11 Copyright ©2010 Pearson Education, Inc. publishing as Prentice Hall  Location Options—On the Job (OJT)  Job rotation, Apprenticeships and Internships  Is job relevant  Can be costly  Quality varies substantially Training and Conduct Phase  Location Options—Off the Job  Good if need uninterrupted period  In environment conducive to learning  May not transfer back to job

12. 8-12 Copyright ©2010 Pearson Education, Inc. publishing as Prentice Hall Training and Conduct Phase Presentation Options:  Slides and Videotapes  Teletraining  Computers  Simulations  Virtual Reality  Classroom Instruction and Role-plays

13. 8-13 Copyright ©2010 Pearson Education, Inc. publishing as Prentice Hall Types of Training  Skills Training  Retraining  Job Training Partnership Act  Cross-Functional Training  Team Training  Content tasks  Group Processes  Virtual team training

14. 8-14 Copyright ©2010 Pearson Education, Inc. publishing as Prentice Hall Types of Training Continued  Literacy Training  Diversity Training  Crisis Training  Ethics Training  Customer Service Training  Creativity Training

15. 8-15 Copyright ©2010 Pearson Education, Inc. publishing as Prentice Hall Brainstorming

16. 8-16 Copyright ©2010 Pearson Education, Inc. publishing as Prentice Hall  Important but often overlooked The Evaluation Phase  Does training result in attaining a goal?  Four Level Framework for Evaluation:  Reaction of trainees  How much trainees learn  Post-training behavior  Results of training (financial value: ROI)

17. 8-17 Copyright ©2010 Pearson Education, Inc. publishing as Prentice Hall  Subject to anti-discrimination laws  Employees must have access to training and development programs  In a nondiscriminatory fashion  Job-relevance is valid defense Legal Issues in Training

18. 8-18 Copyright ©2010 Pearson Education, Inc. publishing as Prentice Hall  Orientation—inform new employees about  Organizational policies and procedures  What is expected of them Orientation and Socialization  Socialization—helps acclimate employees  Anticipatory stage  Encounter  Settling in

19. 8-19 Copyright ©2010 Pearson Education, Inc. publishing as Prentice Hall  Training—provides specific skills  Is training the appropriate fix?  Are goals of training clear?  Don’t forget evaluation phase  Pay attention to socialization  Better workplace outcomes Summary and Conclusions