8 Training and Developing Employees 4- Copyright 2015

8 Training and Developing Employees 4- Copyright  2015

8 Training and Developing Employees 4- Copyright 2015 Pearson Education, Ltd. 8-1 Learning Objectives 1. Summarize the purpose and process of employee orientation.

42. List and briefly explain each of the steps in the training process. 3. Explain how to use five training techniques. Copyright 2015 Pearson Education, Ltd. 8-2 Learning Objectives 4. List and briefly discuss four management development methods. 5. List and briefly discuss the importance of the

4- steps in leading organizational change. 6. Explain why a controlled study may be superior for evaluating the training programs effects. Copyright 2015 Pearson Education, Ltd. 8-3 Summarize the purpose and process of employee 4orientation.

Copyright 2015 Pearson Education, Ltd. 8-4 Orienting and Onboarding New Employees Welcome Basic information Understanding the 4organization Socialization Copyright 2015 Pearson Education, Ltd.

8-5 The Orientation Process Employee handbook Orientation 4- technology Copyright 2015 Pearson Education, Ltd. 8-6

Review Purposes Employee o Welcome handbook o Basic information Orientation o Understanding the technology 4 Training organization o Socialization process overview

Copyright 2015 Pearson Education, Ltd. 8-7 List and briefly explain each of the steps in the 4training process. Copyright 2015 Pearson Education, Ltd. 8-8 Overview of the Training

Process Inadequate training can expose the employer to liability for negligent training 4- Training begins after orientation o Ask what competencies employees will need Copyright 2015 Pearson Education, Ltd. 8-9

Overview of the Training Process Aligning strategy and training Training and 4- performance Copyright 2015 Pearson Education, Ltd. 8-10 Training and Performance

Ensure training translates into improved performance Define training purpose 4 Have company strategies drive the training Check with mangers on the training success o Ask how are we doing. Copyright 2015 Pearson Education, Ltd. 8-11 IMPROVING PERFORMANCE: HR as a Profit Center Training Program Turning Macys Around Changed the 90-minute interactive video to:

4- o Attending 3 -hour training to cultivate higher levels of customer service Sales up 3.5% in 2013 Copyright 2015 Pearson Education, Ltd. 8-12 The ADDIE Five-Step Training Process Analyze Design

Develop 4- Implement Evaluate Copyright 2015 Pearson Education, Ltd. 8-13 Conducting the Training Needs Analysis Strategic needs

Strategic training 4- needs analysis Copyright 2015 Pearson Education, Ltd. 8-14 Performance Analysis: Current Employees Training Needs Definition Current training needs analysis

4- Task analysis Talent management Performance analysis Cant do/wont do Copyright 2015 Pearson Education, Ltd. 8-15 Designing the Training 4-Program

Copyright 2015 Pearson Education, Ltd. 8-16 Designing the Training Program Setting learning objectives Creating a 4- motivational learning

environment Copyright 2015 Pearson Education, Ltd. 8-17 Designing the Training Program Make the Learning Meaningful o Birds-eye view o Familiar examples 4- o Organize o Familiar terms o Perceived need

Copyright 2015 Pearson Education, Ltd. 8-18 Making Skills Transfer Obvious and Easy Similarity Practice 4- Label Attention Heads-up

Pace Copyright 2015 Pearson Education, Ltd. 8-19 Reinforce The Learning Reinforce correct responses o Schedule o Follow-up assignments Transfer of training 4-

Other issues Copyright 2015 Pearson Education, Ltd. 8-20 Developing the Program Assemble training content and materials Training Methods o iPads o Workbooks 4o Lectures o PowerPoint slides o Web- and computer-based activities

course activities o Trainer resources and manuals o Support materials Copyright 2015 Pearson Education, Ltd. 8-21 Review ADDIE o Analyze o Design o Develop o Implement o Evaluate

4- Strategic needs Strategic training needs analysis Copyright 2015 Pearson Education, Ltd. 8-22 Review Program development

Training equipment Implement 4- Copyright 2015 Pearson Education, Ltd. 8-23 Review Overview Labels

Familiarity Heads-up Organization 4- Pace Needs Reinforcement Similarity

Schedule Practice Follow-up Alternatives Copyright 2015 Pearson Education, Ltd. 8-24 Explain how to use five training techniques. 4-

Copyright 2015 Pearson Education, Ltd. 8-25 Implementing Training Programs On-the-job training o Types of on-the-job training 4o Job rotation o Special assignments Copyright 2015 Pearson

Education, Ltd. 8-26 The OJT Process Preparation Present the 4- operation Tryout Follow-up Copyright 2015 Pearson

Education, Ltd. 8-27 Other Types of Learning Apprenticeship training 4- Informal learning Copyright 2015 Pearson Education, Ltd.

8-28 Other Types of Learning Job instruction training Lectures 4 Programmed learning Behavior modeling Audiovisual-based training Vestibule training Copyright 2015 Pearson Education, Ltd. 8-29

Other Types of Learning Electronic performance support systems (EPSS) 4 Videoconferencing Computer-based training(CBT) Simulated learning Copyright 2015 Pearson Education, Ltd. 8-30 IMPROVING PERFORMANCE: HR Practices

Around the Globe Diversity ABC Virtual Communications, Inc. (www.abcv.com/) in Des Moines, Iowa, 4- provides customized software o 8-hour orientation overview o Effective communications training o Specialized classes for individual needs Copyright 2015 Pearson Education, Ltd. 8-31 Other Types of Learning

Lifelong and Literacy Training Techniques Team training Internet-based training 4 Learning Management Systems (LMS) Virtual classrooms Mobile Learning Copyright 2015 Pearson Education, Ltd. 8-32 IMPROVING PERFORMANCE: HR Tools for Line Managers and Entrepreneurs Creating Your Own Training Program

1. Prepackaged training solutions 42. Outsourced learning 3. Create your own Copyright 2015 Pearson Education, Ltd. 8-33 Review On-the-job training The OJT process Apprenticeships

4- Informal Other forms of training and learning Copyright 2015 Pearson Education, Ltd. 8-34 List and briefly discuss four management 4development methods.

Copyright 2015 Pearson Education, Ltd. 8-35 Implementing Management Development Programs Strategy and development Candidate Assessment and the 4- 9-Box Grid Managerial on-the-job training Coaching/understudy approach

Action learning Copyright 2015 Pearson Education, Ltd. 8-36 Off-the-Job Management Training and Development Techniques Case studies Computerized management 4- games Outside seminars

University programs Role-playing Copyright 2015 Pearson Education, Ltd. 8-37 Off-the-Job Management Training and Development Techniques Behavior modeling Corporate universities 4 Executive coaches SHRM learning system Copyright 2015 Pearson

Education, Ltd. 8-38 Off-the-Job Management Training and Development Techniques Leadership Development at GE 4- Talent Management and Differential Development Assignments Copyright 2015 Pearson Education, Ltd.

8-39 Review Strategy On- and off-the-job Coaching 4- Action learning Cases Games Copyright 2015 Pearson Education, Ltd.

8-40 Review Outside and university Role-playing Behavior modeling 4- Corporate universities SHRM GE and Talent Management Copyright 2015 Pearson

Education, Ltd. 8-41 List and briefly discuss the importance of the steps in 4leading organizational change. Copyright 2015 Pearson Education, Ltd. 8-42 Managing Organizational Change Programs

What to change o Structure o Technology o Other Lewins change process o Unfreezing o Moving o Refreezing 4- Copyright 2015 Pearson Education, Ltd.

8-43 Leading Organizational Change Unfreezing stage o Urgency o Commitment Moving stage o Coalition o Vision o Acceptance o Gains Refreezing stage o Reinforcement o Monitor

4- Copyright 2015 Pearson Education, Ltd. 8-44 Using Organizational Development Characteristics Human processes Technostructural 4- HR management

Strategic OD Evaluating Copyright 2015 Pearson Education, Ltd. 8-45 Review What to change o Structure o Technology o Other 4 Lewins change process o Unfreezing

o Moving o Refreezing OD change process Copyright 2015 Pearson Education, Ltd. 8-46 Explain why a controlled study may be superior for evaluating 4-the training programs effects. Copyright 2015 Pearson

Education, Ltd. 8-47 Evaluating the Training Effort Designing the study Controlled experimentation Training Effects to Measure o Reactions 4- o Learning o Behavior o Results

Copyright 2015 Pearson Education, Ltd. 8-48 Review Designing the study Controlled 4- experimentation Training Effects to Measure

Copyright 2015 Pearson Education, Ltd. 8-49 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 4her team do first with respect to training? 2. Have Lisa and the CFO sufficiently investigated whether training is really called for?

Copyright 2015 Pearson Education, Ltd. 8-50 Hotel Paris Strategy Chapter 8 4- Copyright 2015 Pearson Education, Ltd.

8-51

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