1. Special Issues in Training Development
Chapter 10
Special Issues in Training Development

2. Objectives Discuss the potential legal issues that relate to training.
Develop a program for effectively managing diversity.
Design a program for preparing employees for cross-cultural assignments.
Discuss the implications of a skill-based pay plan for training.
Discuss what a trainer needs to do to ensure that school-to-work and hard core unemployed training programs meet their objectives.
Describe the necessary steps in a program for helping dysfunctional managers.

3. Unethical & Illegal Behavior
Lack of professional development
Violation of confidences
Use of “cure all” programs
Dishonesty regarding program outcomes
Abuse of trainees
Ineffective training resulting in injury
Forcing employee to attend program against religious belief

4. Unethical & Illegal Behavior (Con’t)
Lack of access to training Programs (glass ceiling)
Employee injured during training
Failure to accommodate trainees disability (ADA)
Reproducing and using copyrighted material

5. Legislation Affecting Training
Civil Rights Act (1964, 1991)
Age Discrimination in Employment Act (ADEA)
Americans with Disabilities Act

6. Cross-Cultural Training
U.S. companies have higher failure rates than Japanese or Europeans. Why?
Poor adjustments to culture and physical environments
Inability of spouse & family to adjust
Lack of emotional Maturity
Lack of technical competence
concerns with repatriation

7. Important Cultural Dimensions
Individualism – Collectivism
Uncertainty – Avoidance
Masculinity – Femininity
Power Distance
Long-term – short-term Orientation

8. Keys to Success for Expatriate Assignments
Selection
How does the employee deal with stress? Are they open-minded?, Self-confident? What about family support? Technically competent?
Preparation
How will they be evaluated? Compensated?
Provide site visit, orientation, language training

9. Keys to Success (Con’t)
Overseas Support
regular contact, calling privileges, social activities
Repatriation
realistic expectations
specific position defined
open communications regarding home

10. Factors Influencing the type of Cross-Cultural Training
Cultural Novelty
Interaction
Job Novelty

11. Business Value of a Diverse Workforce
Better problem-solving with heterogeneous groups
Diverse perspectives leads to creativity
Increase market for products and services
Develop positive reputation for women and minorities
Avoid litigation and turnover costs

12. Diversity Training：Why?
Changing composition of the labor market
Political correctness
Increasing Global competition
Publicity and legal challenge to the “glass ceiling”
Litigation on access and treatment issues
Increase use of teams
Business value

13. Characteristics of Diversity Training
Most programs last only a day or less
Most common topic area is pervasiveness of subconscious stereotypes, assumptions, and biases
Other topics include how to get things done in groups, relationship between equal employment opportunity, affirmative action, diversity

14. Diversity Practices, Policies, and Programs
Top management
Encourages and rewards managers
Publicly advocates
Board of Directors is diverse
Policies / Resources
Child care resources
Internal advocacy groups, support groups
Formal mentoring
Grievance procedures

15. Diversity practices (con’t)
Administration
Diversity considered in promotion criteria
Conduct internal audits and surveys
Diversity goals are part of managers performance evaluation
Training & Development
job rotations, high potential programs, development programs
Recruiting

16. Characteristics of Diversity Programs that Work
CEO commitment
Diversity is a business objective
Career-tracking and compensation is fair
Executives experience what it is like to be a minority
Training in skills (conflict resolution, communications, team building)
Celebrate differences
Increase and maintain diverse population

17. Joint Union-Management Training Programs
Training / education funds paid for by employer and union
Money paid by company is $ that could have gone for wages, pensions, or benefits
Programs include basic skills, pre-paid tuition, high school equivalency, job-related courses, assist displace employees, retirement planning

18. Linking Training and compensation
Skill-Based Pay：
Linking Training and compensation
Primarily used in manufacturing and service environments where teams are used (cross-training)
Pay above market rates
Gives Companies greater flexibility
Employees make money based on skills they are certified in – not their current job
Motivates Learning

19. Pressures on the training System
Skill-Based Pay：
Pressures on the training System
Increase in on-the-job training
Skill perishability
Greater demand for training
Overskill relative to company needs (increased training costs)
More sophisticated needs assessment