chapter 7 training copyright © 2015 mcgraw-hill education. all rights reserved. no reproduction or...

Chapter 7

Training

Copyright © 2015 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education.

Learning Objectives

1. Discuss how training, informal and continuous learning, and knowledge management can contribute to companies’ business strategy.

2. Explain the manager’s role in identifying training needs and supporting training.

3. Conduct a needs assessment.

4. Evaluate employees‘ readiness for training.

5. Discuss strengths and weaknesses of presentations, hands-on and group training methods.

7-2

Learning Objectives

6. Explain potential e-learning training advantages.

7. Design a training session to maximize learning.

8. Choose an appropriate evaluation design based on training objectives and analysis of constraints.

9. Design a cross-cultural preparation program.

10. Develop a program for effectively managing diversity.

7-3

7-4

Training can...

Increase employees’ knowledge of foreign competitors and cultures.

Help ensure that employees have skills to work with new technology.

Help employees understand how to work effectively in teams to contribute to product and service quality.

Improve employee performance which leads to improved business results.

7-5

Training can...

Ensure that the company’s culture emphasizes innovation, creativity and learning.

Ensure employment security by providing new ways for employees to contribute when their jobs change or interests change or skills become obsolete

Prepare employees to work more effectively with each other.

7-6

Continuous & High-Leverage Training

• Training facilitates employees’ learning job-related knowledge, skills and behavior.

• Continuous learning requires employees to understand the entire work process, acquire and apply new skills and share what they have learned.

• High-leverage training is: linked to strategic business goals and objectives, supported by top management, relies on an instructional design model, and is benchmarked to programs in other organizations.

7-7

Features of Continuous Learning

7-8

2 Types of Knowledge

7-9

Key Features of Continuous Training

7-10

ADDIE Model

7-11

Training Process

Needs Assessment Process

Who needs training?

What is the content?

In what do theyneed training?

7-12

3 Factors to Choose Training

Support-Manager and Peers

7-13

5 Factors That Influence Employee Performance and Learning

7-14

7-15

Task Analysis

7-16

Factors That Influence Motivation to Learn

Ensure Employee Motivation for Learning

7-17

Ensuring Employee Readiness for Learning

To increase employees' self-efficacy level:1. Let employees know that training’s purpose is to improve

performance.2. Provide information about the training program and

purpose prior to actual training.3. Show employees their peers’ training success.4. Provide employees feedback that learning is under their

control and they have the ability and responsibility to overcome learning difficulties experienced in the program.

7-18

Basic Skills

7-19

7 Conditions for Learning

7-20

Work Environment Characteristics Influencing Transfer of Training

(EPSS)

7-21

7-22

How Managers Can Support Training Table 7.5

Understand the content.

Know how training relates.Evaluate employees on how they apply training.Support employees’ use of training on the job.Ensure they have equipment and technology to apply training.Prior to training, discuss how to use content.Explain why they have been asked to attend.Give feedback and recognize those who use content.Be a trainer.Give release time.

7-23

Manager’s Support - Action Plans

Selecting Training Methods Presentation Methods

Instructor-led classroom instructionDistance learning, teleconferencing &

webcastingAudiovisual techniquesMobile technology

Hands-on MethodsOn-the-job training, apprenticeships and

internshipsSelf-directed learningSimulations, avatarsBusiness games and case studiesBehavior modelingE-learningSocial mediaBlended learningLearning management system (LMS)

Group or Team BuildingExperiential programsCross, coordination and team trainingAction and adventure learning 7-24

Evaluating Training Programs

7-25

Evaluation Designs

Pre-test/Post-test with comparison

group

Post-test only with comparison group

Pre-test/Post-test

7-26

Determining Return on Investment (ROI)

7-27

Cross-Cultural Preparation

Expatriate - is an employee sent by a company to manage operations in a different country.

Expatriates need to be:1. Competent in their area of expertise.2. Able to communicate verbally and nonverbally in host

country.3. Flexible, tolerant of ambiguity and sensitive to cultural

differences.4. Motivated to succeed, able to enjoy the challenge of

working in other countries, and willing to learn about the host country’s culture, language and customs.

5. Supported by their families.

7-28

3 Phases of Cross-Cultural Preparation

Inclusion

7-29

Managing Diversity and Inclusion

Diversity - any dimension that differentiates a person from another.

Managing Diversity - process of creating an environment that allows all employees to contribute to organizational goals and experience personal growth.

Types of Diversity Training - attitude awareness and change programs and behavior-based programs

Goals of Diversity Training and Inclusion:� Eliminate values, stereotypes, and managerial practices that inhibit � Allow employees to contribute to organizational goals

7-30

7-31

Managing Diversity Programs

Onboarding and Socialization

Onboarding or socialization – process of helping new hires adjust to social and performance aspects of their new jobs.

4 Steps of Onboarding:

7-32

7-33

Characteristics of Effective Onboarding Programs

Employees are encouraged to ask questions

Program includes information on both technical and social aspects

Manager has some onboarding responsibility

Embarrassing new employees is avoided

Learn about the company culture, history, language, products, services,and customers

Follow-up of employee progress

Involves participation, active involvement, and formal and informalinteraction

Relocation assistance is provided

Summary

Technological innovations, new product markets, and a diverse workforce have increased the need for companies to reexamine how their training practices contribute to learning.

Training can contribute to effectiveness through establishing a link with the company’s strategic direction and demonstrating through cost–benefit analysis how training contributes to profitability.

The key to successful training is choosing the most effective training method.

Managing diversity and cross-cultural preparation are two training issues relevant to capitalize on a diverse workforce and global markets.

7-34