8 employees training and developing - rome business school€¦ · training and developing 8...

Module 8-1

Training and Developing

Employees 8

Module 8-2

Learning Objectives

1. Summarize the purpose and process of

employee orientation.

2. List and briefly explain each of the five steps

in the training process.

3. Describe and illustrate how you would identify

training requirements.

4. Explain how to distinguish between problems

you can fix with training and those you can’t.

5. Discuss how you would motivate trainees.

Module 8-3

Learning Objectives

6. Explain how to use five training techniques.

7. List and briefly discuss four management

development programs.

8. List and briefly discuss the importance of the

eight steps in leading organizational change.

9. Answer the question, “What is organizational

development and how does it differ from

traditional approaches to organizational

change?”

Module 8-4

Summarize the purpose and

process of employee

orientation

Module 8-5

The Purposes of Employee

Orientation/Onboarding

• Welcome

• Basic

information

• Understanding

the organization

• Socialization

https://www.jobsetc.gc.ca/pieces1.jsp?category_id=2828&root_id=2821



Module 8-6

The Orientation Process

• Employee

handbook

• Orientation

technology

Module 8-7

Overview of the Training

Process

• Aligning strategy

and training

• Training and

performance

Module 8-8

Review

• Employee

handbook

• Orientation

technology

• Training process

overview

• Purposes

oWelcome

oBasic information

oUnderstanding

the organization

oSocialization

Module 8-9

List and briefly explain each

of the five steps in the

training process

Module 8-10

The ADDIE Five-Step

Training Process

• Analyze

• Design

• Develop

• Implement

• Evaluate

Module 8-11

Evaluate Training –

Kirkpatrick model

Module 8-12

Evaluate Training –

Kirkpatrick + Phillips

Module 8-13

Conducting the Training

Needs Analysis

• Strategic needs

• Strategic training

needs analysis

Module 8-14

Review

• Strategic needs

• Strategic training

needs analysis

• ADDIE

oAnalyze

oDesign

oDevelop

o Implement

oEvaluate

Module 8-15

Describe and illustrate how

you would identify training

requirements

Module 8-16

Task Analysis

• Detailed study

• Job descriptions

• Job specifications

• Performance standard

• Performing the job

• Task analysis record

Module 8-17

Talent Management

• What it is

• What’s involved

• Competencies

• Job training needs

Module 8-18

Review

• Strategic needs

• Strategic training needs analysis

• Talent management

oCompetencies

oPlan

Module 8-19

Explain how to distinguish

between problems you can

fix with training and those

you can’t

Module 8-20

Performance Analysis: Current

Employees’ Training Needs

• Definition

• Current training needs analysis

• Task analysis

• Performance analysis

• Can’t do/won’t do

Module 8-21

Designing the Training

Program

• Setting learning

objectives

• Creating a

motivational

learning

environment

Module 8-22

Review

• Analyzing current

employees’

needs

• Designing the

training program

Module 8-23

Discuss how you would

motivate trainees

Module 8-24

Making the Learning

Meaningful

• Bird’s-eye view

• Familiar examples

• Organize

• Familiar terms

• Perceived need

Module 8-25

Making Skills Transfer

Obvious and Easy

• Similarity

• Practice

• Label

• Attention

• “Heads-up”

• Pace

Module 8-26

Learning

• Reinforce correct responses

• Schedule

• Follow-up assignments

• Transfer of training

• Other issues

Module 8-27

Review • Labels

• Heads-up

• Pace

• Reinforcement

• Schedule

• Follow-up

• Alternatives

• Overview

• Familiarity

• Organization

• Needs

• Similarity

• Practice

Module 8-28

Explain how to use five

training techniques

Module 8-29

Implementing Training

Programs

• On-the-job training (OJT)

oTypes of on-the-job training

oJob rotation

oSpecial assignments

Module 8-30

The OJT Process

• Preparation

• Present the

operation

• Tryout

• Follow-up

Module 8-31

Other Types of Learning

• Apprenticeship

training

• Informal learning

Module 8-32


• Job instruction training

• Lectures

• Programmed learning

• Audiovisual-based training

• Vestibule training

http://www.youtube.com/watch?v=EmCik_40QU0



Module 8-33


• Electronic performance support systems (EPSS)

• Videoconferencing

• Computer-based training(CBT)

• Simulated learning

http://www.youtube.com/watch?v=xlRpSZHuoN4

http://www.youtube.com/watch?v=q8pk5aehNqM

http://www.youtube.com/watch?v=3-YhtBmbUfw

http://www.youtube.com/watch?v=fyaWHEF_aWg











Module 8-34


• Interactive learning

• Internet-based training

• Learning Management Systems

(LMS)

• Using internet-based learning

http://www.youtube.com/watch?v=FAsdtwj00Uo



Module 8-35


• Mobile learning

• Virtual classrooms

• Lifelong and literacy training

techniques

• Team training

http://www.youtube.com/watch?v=LkiRWTJYPS0

http://www.youtube.com/watch?v=IE_FK298Icg






Module 8-36

Review

• On-the-job training

• The OJT process

• Apprenticeships

• Informal

• Other forms of

training and

learning

Module 8-37

List and briefly discuss four

management development

programs

Module 8-38

Implementing Management

Development Programs

• Strategy and development

• Managerial on-the-job training

• Coaching/understudy approach

• Action learning

Module 8-39

Off-the-Job Management

Training and Development

• Case studies

• Computerized management games

• Outside seminars

• University programs

• Role-playing

http://www.youtube.com/watch?v=fiSoZwjFSFs




Module 8-40

Off-the-Job Management

Training and Development

• Behavior modeling

• Corporate universities

• Executive coaches

• SHRM learning system

• Talent management

Module 8-41

Review

• Strategy

• On- and off-the-job

• Coaching

• Action learning

• Cases

• Games

Module 8-42

Review

• Outside and university

• Role-playing

• Behavior modeling

• Corporate universities

• SHRM

Module 8-43

List and briefly discuss

the importance of the

eight steps in leading

organizational change

Module 8-44

Managing Organizational

Change Programs • What to change

• Structure

• Technology

• Other

• Lewin’s change process

oUnfreezing

oMoving

oRefreezing

Module 8-45

Leading Organizational

Change

• Refreezing stage

oReinforcement

oMonitor

• Unfreezing stage

oUrgency.

oCommitment

• Moving stage

oCoalition

oVision

oAcceptance

oGains

Module 8-46

Review • What to change

oStructure

oTechnology

oOther

• Lewin’s change process

oUnfreezing

oMoving

oRefreezing

Module 8-47

What is organizational

development and how

does it differ from

traditional approaches to

organizational change?

Module 8-48

Using Organizational

Development

• Characteristics

• Human processes

• Technostructural

• HR management

• Strategic OD

• Evaluating

Module 8-49

Evaluating The Training

Effort

• Designing the study

• Controlled experimentation

• Measurement

oReactions

oLearning

oBehavior

oResults

Module 8-50

Review

• Action research

• Behavioral

science

• Change

• Human

processes

• Technostructural

• HR practices

• Strategy

• Evaluation

8 employees training and developing - rome business school€¦ · training and developing 8...

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