dessler fhrm7 ppt05--gaw hh

Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall

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5 Training and Developing Employees


Learning Objectives (1)

When you finish studying this chapter, you should be able to:

1. Explain each of the steps in the ADDIE training process.

2. Discuss at least two techniques used for assessing training needs.

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Learning Objectives (2)

3. Explain the pros and cons of at least five training techniques.

4. Explain what management development is and why it is important.

5. Describe the main management development techniques.

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Orienting Employees

• Basic information– Socialization–Culture

• Types of programs• Purposes• Technology

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The Training Process

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The Training Process• Alignment• Training and performance• ADDIE five-step process–Analyze–Design–Develop– Implement – Evaluate

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Heather Hetzler

The quotation in the notes below needs a citation.


Step 1: Analyzing

• Identifying training needs

• Talent management: Using profiles and competency models–Consolidation

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ADDIE


Step 2: Designing

• Design the program• Setting learning objectives• Motivational learning

environment

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ADDIE


Step 3: Developing the Program or Course

• Program development• Assembling or creating• Choosing–Content– Instructional methods

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ADDIE


Step 4: Implementation: Training Techniques

• On-the-job (OJT) training• Learning• Informal Learning• Apprenticeship training• Behavior modeling• Vestibule training

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ADDIE


Step 4: Implementation: Training Techniques (cont.)

• A/V, distance learning– Video conference– Interactive

• Computer-based– Simulated

• Internet-based– Learning portals– Learning management systems

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ADDIE


Step 4: Implementation: Training Techniques (cont.)

• Mobile–Virtual classroom

• Special purposes– Literacy–Diversity– Teams– Lifelong learning

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ADDIE


Managerial Development and Training

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• Managerial OJT– Job rotation– Coaching/Understudy

• Action learning• Case studies• Management games• Outside programs, seminars

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• University-related programs• In-house centers– Learning portals– Executive coaches

• Mission critical employees: differential development assignments

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Managing Organizational Change and

Development

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Change

• What to change• Lewin’s process for

overcoming resistance–Unfreezing–Moving–Refreezing

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Organizational Development

• Definition• Action research• Survey feedback• Sensitivity training• Team building• Learning organizations

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Step 5: Evaluating the Training Effort

• Controlled experimentation

• Training effects to measure

• Evaluation in practice

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ADDIE


Copyright

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All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior written permission of the publisher. Printed in the United States of America.

dessler fhrm7 ppt05--gaw hh

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