dessler_08 for mba iii t & d

8/9/2019 Dessler_08 for MBA III T & D

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PowerPoint Presentation by Charlie CookPowerPoint Presentation by Charlie Cook

The University of West AlabamaThe University of West Alabama

1

Human ResourceHuman ResourceManagementManagement

ELEVENTH EDITIONELEVENTH EDITION

G A R Y D E S S L E RG A R Y D E S S L E R

2008 Prentice Hall, Inc. 2008 Prentice Hall, Inc.

All rights reserved.All rights reserved.

Training and Developing EmployeesTraining and Developing Employees

Chapter 8Chapter 8

Part 3 | Training and DevelopmentPart 3 | Training and Development


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2008 Prentice Hall, Inc. All rights reserved. 82

Purpose of OrientationPurpose of Orientation

Feel

Welcome

and At Ease

Begin the

Socialization

Process

Understand

the

Organization

Know What

Is Expected

in Work andBehavior

Orientation Helps

New Employees


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The Orientation ProcessThe Orientation Process

Company

Organization and

Operations

Safety Measures

and Regulations

Facilities

Tour

Employee

Orientation

Employee Benefit

Information

Personnel

Policies

Daily

Routine


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Analyzing Training NeedsAnalyzing Training Needs

Task Analysis:Assessing New Employees

Training Needs

Performance Analysis:Assessing Current Employees

Training Needs

Training Needs

Analysis


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Assessing Current Employees Training NeedsAssessing Current Employees Training Needs

Performance Appraisals

Job-Related

Performance Data

Observations

Interviews

Assessment Center

Results

Individual Diaries

Attitude Surveys

Tests

Methods for

IdentifyingTraining

Needs


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Training MethodsTraining Methods

OnOn--thethe--job training (OJT)job training (OJT) Having a person learn a job by actually doing the job.Having a person learn a job by actually doing the job.

OJT methodsOJT methods

Coaching or understudyCoaching or understudy

Job rotationJob rotation

Special assignmentsSpecial assignments

AdvantagesAdvantages

InexpensiveInexpensive

Immediate feedbackImmediate feedback


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Training Methods (contd)Training Methods (contd)

Apprenticeship trainingApprenticeship trainingA structured process by which people become skilledA structured process by which people become skilled

workers through a combination of classroomworkers through a combination of classroom

instruction and oninstruction and on--thethe--job training.job training.

Informal learningInformal learning The majority of what employees learn on the job theyThe majority of what employees learn on the job they

learn through informal means of performing their jobslearn through informal means of performing their jobs

on a daily basis.on a daily basis.

Job instruction training (JIT)Job instruction training (JIT) Listing each jobs basic tasks, along with key points,Listing each jobs basic tasks, along with key points,

in order to provide stepin order to provide step--byby--step training forstep training for

employees.employees.


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Programmed LearningProgrammed Learning

AdvantagesAdvantages

Reduced training timeReduced training time

SelfSelf--paced learningpaced learning Immediate feedbackImmediate feedback

Reduced risk of error for learnerReduced risk of error for learner

Presenting

questions, facts,

or problems to

the learner

Allowing the

person to

respond

Providing

feedback on the

accuracy of

answers


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Training Methods (contd)Training Methods (contd)

Simulated trainingSimulated training (occasionally called vestibule(occasionally called vestibuletraining)training)

Training employees on special offTraining employees on special off--thethe--job equipmentjob equipment

so training costs and hazards can be reduced.so training costs and hazards can be reduced.

ComputerComputer--based training (CBT)based training (CBT) Electronic performance support systems (EPSS)Electronic performance support systems (EPSS)

Learning portalsLearning portals


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Distance and InternetDistance and Internet--Based TrainingBased Training

Teletraining

Videoconferencing

Internet-Based Training

E-Learning andLearning Portals

Distance Learning

Methods


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What Is Management Development?What Is Management Development?

Management developmentManagement developmentAny attempt to improve current or futureAny attempt to improve current or future

management performance by imparting knowledge,management performance by imparting knowledge,

changing attitudes, or increasing skills.changing attitudes, or increasing skills.

Succession planningSuccession planningA process through which seniorA process through which senior--level openings arelevel openings are

planned for and eventually filled.planned for and eventually filled.

Anticipate management needsAnticipate management needs

Review firms management skills inventoryReview firms management skills inventory

Create replacement chartsCreate replacement charts

Begin management developmentBegin management development


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Management DevelopmentManagement Development

Assessing the

companysstrategic

needs

Developing the

managers andfuture

managers

Long-Term Focus

of Management

Development

Appraising

managerscurrent

performance


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Management Development (contd)Management Development (contd)

Job

Rotation

Action

Learning

Managerial

On-the-Job

Training

Coaching/

Understudy

Approach


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OffOff--thethe--Job Management Training andJob Management Training and

Development TechniquesDevelopment Techniques

Case study methodCase study method

Managers are presented with a description of anManagers are presented with a description of an

organizational problem to diagnose and solve.organizational problem to diagnose and solve.

Management gameManagement game Teams of managers compete by makingTeams of managers compete by making

computerized decisions regarding realistic butcomputerized decisions regarding realistic but

simulated situations.simulated situations.

Outside seminarsOutside seminars

Many companies and universities offer WebMany companies and universities offer Web--basedbased

and traditional management development seminarsand traditional management development seminars

and conferences.and conferences.


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OffOff--thethe--Job Management Training andJob Management Training and

Development Techniques (contd)Development Techniques (contd)

Role playingRole playing

Creating a realistic situation in which traineesCreating a realistic situation in which trainees

assume the roles of persons in that situation.assume the roles of persons in that situation.

Behavior modelingBehavior modelingModeling: showing trainees the right (or model)Modeling: showing trainees the right (or model)

way of doing something.way of doing something.

Role playing: having trainees practice that wayRole playing: having trainees practice that way

Social reinforcement: giving feedback on theSocial reinforcement: giving feedback on the

trainees performance.trainees performance.

Transfer of learning: Encouraging trainees applyTransfer of learning: Encouraging trainees apply

their skills on the job.their skills on the job.


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Managing Organizational ChangeManaging Organizational Change

and Development (contd)and Development (contd)

Overcoming

resistance to

change

Effectively

using

organizational

development

practices

The Human

Resource Managers

Role

Organizing

and leadingorganizational

change


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Evaluating the Training EffortEvaluating the Training Effort

Designing the studyDesigning the study

Time series designTime series design

Controlled experimentationControlled experimentation

Training effects to measureTraining effects to measure Reaction of trainees to the programReaction of trainees to the program

Learning that actually took placeLearning that actually took place

Behavior that changed on the jobBehavior that changed on the job

Results that were achieved as a result of the trainingResults that were achieved as a result of the training

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