[ppt]powerpoint presentation - faculty of business and...

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Copyright © 2015 Pearson Education, Ltd.

Training and DevelopingEmployees

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1. Summarize the purpose and

process of employee orientation.

2. List and briefly explain each of

the steps in the training process.

3. Explain how to use five training

techniques.

Learning Objectives

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4. List and briefly discuss four management

development methods.

5. List and briefly discuss the importance of the

steps in leading organizational change.

6. Explain why a controlled study may be

superior for evaluating the training

program’s effects.

Learning Objectives

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Summarize the purpose and process of employee

orientation.

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Orienting and Onboarding New Employees

• Welcome• Basic information• Understanding the

organization• Socialization

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The Orientation Process

• Employee

handbook• Orientation

technology

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• Purposeso Welcomeo Basic informationo Understanding the

organizationo Socialization

Review

• Employee handbook

• Orientation technology

• Training process overview

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List and briefly explain each of the steps in the

training process.

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Overview of the Training Process

• Inadequate training can expose the

employer to liability for negligent

training• Training begins after orientation

o Ask what competencies

employees will need

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Overview of the Training Process

• Aligning strategy

and training• Training and

performance

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Training and Performance

• Ensure training translates into improved

performance• Define training purpose • Have company strategies drive the training• Check with mangers on the training success

o Ask “how are we doing.”

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IMPROVING PERFORMANCE:

HR as a Profit Center

Training Program Turning Macy’s Around• Changed the 90-minute interactive video to:

o Attending 3 ½-hour training to cultivate

higher levels of customer service• Sales up 3.5% in 2013

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The ADDIE Five-Step Training Process

• Analyze• Design• Develop• Implement• Evaluate

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• Strategic needs• Strategic training

needs analysis

Conducting the Training Needs Analysis

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Performance Analysis: Current Employees’ Training Needs

• Definition• Current training needs analysis• Task analysis• Talent management• Performance analysis• Can’t do/won’t do

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Copyright © 2015 Pearson Education, Ltd. 8-16

Designing the Training Program

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• Setting learning

objectives• Creating a

motivational

learning

environment

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• Make the Learning Meaningfulo Bird’s-eye viewo Familiar exampleso Organizeo Familiar termso Perceived need

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Making Skills Transfer Obvious and Easy

• Similarity• Practice• Label• Attention• “Heads-up”• Pace

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Reinforce The Learning• Reinforce correct responses

o Scheduleo Follow-up assignments

• Transfer of training• Other issues

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Developing the Program

• Assemble training content and materials• Training Methods

o iPadso Workbookso Lectures o PowerPoint slideso Web- and computer-based activities

course activitieso Trainer resources and manualso Support materials

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Review• ADDIE

o Analyzeo Designo Developo Implement o Evaluate

• Strategic needs• Strategic

training needs analysis

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Review

• Program development• Training equipment• Implement

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• Overview• Familiarity• Organization• Needs• Similarity• Practice

• Labels• Heads-up• Pace• Reinforcement• Schedule • Follow-up• Alternatives

Review

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Explain how to use five training techniques.

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Implementing Training Programs

• On-the-job trainingo Types of on-the-job trainingo Job rotationo Special assignments

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The OJT Process

• Preparation• Present the

operation• Tryout• Follow-up

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• Apprenticeship

training• Informal learning

Other Types of Learning

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• Job instruction training• Lectures• Programmed learning• Behavior modeling • Audiovisual-based training• Vestibule training

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• Electronic performance support

systems (EPSS)• Videoconferencing• Computer-based training(CBT)• Simulated learning


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IMPROVING PERFORMANCE: HR Practices Around the Globe Diversity

• ABC Virtual Communications, Inc.

(www.abcv.com/) in Des Moines, Iowa,

provides customized software o 8-hour orientation overviewo “Effective communications” trainingo Specialized classes for individual needs

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• Lifelong and Literacy Training Techniques• Team training• Internet-based training• Learning Management Systems (LMS)• Virtual classrooms• Mobile Learning

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IMPROVING PERFORMANCE: HR Tools for Line Managers and Entrepreneurs

Creating Your Own Training Program

1. Prepackaged training solutions

2. Outsourced learning

3. Create your own

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• On-the-job training• The OJT process• Apprenticeships• Informal• Other forms of

training and

learning

Review

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List and briefly discuss four management

development methods.

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• Strategy and development• Candidate Assessment and the

9-Box Grid• Managerial on-the-job training• Coaching/understudy

approach • Action learning

Implementing Management Development Programs

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Off-the-Job Management Training and Development Techniques

• Case studies• Computerized management

games• Outside seminars• University programs• Role-playing

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• Behavior modeling• Corporate universities • Executive coaches• SHRM learning system


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• Leadership Development at GE• Talent Management and Differential

Development Assignments

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Review

• Strategy• On- and off-the-job• Coaching• Action learning• Cases• Games

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Review• Outside and university• Role-playing• Behavior modeling• Corporate universities • SHRM• GE and Talent Management

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List and briefly discuss the importance of the steps in

leading organizational change.

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Managing Organizational Change Programs

• What to changeo Structureo Technologyo Other

• Lewin’s change processo Unfreezingo Movingo Refreezing

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Leading Organizational Change

• Unfreezing stageo Urgency o Commitment

• Moving stageo Coalitiono Visiono Acceptanceo Gains

• Refreezing stageoReinforcementoMonitor

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Using Organizational Development

• Characteristics• Human processes• Technostructural• HR management• Strategic OD• Evaluating

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• What to changeo Structureo Technologyo Other

• Lewin’s change processo Unfreezingo Movingo Refreezing

• OD change process

Review

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Explain why a controlled study may be superior for

evaluating the training program’s effects.

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Evaluating the Training Effort

• Designing the study• Controlled experimentation• Training Effects to Measure

oReactions o LearningoBehavioroResults

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Review

• Designing the study• Controlled

experimentation• Training Effects to

Measure

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Improving Performance at The Hotel Paris

The New Training Program

1. Based on what you read in this chapter, what would you have suggested Lisa and her team do first with respect to training?

2. Have Lisa and the CFO sufficiently investigated whether training is really called for?

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Hotel ParisStrategy Chapter 8

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