HUMAN RESOURCE MANAGEMENT
Global Edition 12e
Chapter 7; Training
Part 3 Training and Development
PowerPoint Presentation by Charlie Cook
Copyright © 2011 Pearson Education GARY DESSLER The University of West Alabama
LEARNING OUTCOMES
1. The purpose and process of employee orientation.
2. The four steps in the training process.
3. Competency Model
4. Training methods
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• Employee orientation (often called “on boarding” today)
provides new employees with the information they need
to function; ideally, though, it should also help new
employees start getting emotionally attached to the firm.
• An orientation typically includes information on employee
benefits, personnel policies, the daily routine, company
organization and operations, safety measures and
regulations, and a facilities tour
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Purpose of Orientation
Orientation Helps New
Employees
Know what is
Begin the
Feel welcome Understand the expected in
socialization
and at ease organization work and
process
behavior
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The Orientation Process
Employee benefit Company/ organization
information and operations
Personnel Employee Safety measures
policies Orientation and regulations
Daily Facilities
routine tour
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The Training Process
• Training
Is the process of teaching new employees
the basic skills they need to perform their jobs.
Is a hallmark of good management
Reduces an employer’s negligent/careless.
• Training’s Strategic Context
The aims of firm’s training programs must make sense in terms of
the company’s strategic goals.
Training fosters employee learning, which results in enhanced
organizational performance.
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Conti--------
• Negligent training; A situation where an employer fails to
train adequately, and the employee subsequently harms
a third party.
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Steps in the Training Process
The Four-Step Training Process
1 Needs analysis
2 Instructional design
3 Program implementation
4 Evaluation
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Training programs consist of four steps:
- In the needs analysis step,
- identify the specific knowledge and skills the job requires, and
compare these with the prospective trainees’ knowledge and
skills.
- In the instructional design step,
- formulate specific, measurable knowledge and performance
training objectives, review possible training program content
(including workbooks, exercises, and activities), and estimate
a budget for the training program.
- Implement the program, by actually training the targeted
employee group using methods such as on-the-job or online
training.
- In the evaluation step, assess the program’s success (or
failures).
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Analyzing Training Needs
Training Needs Analysis
Task Analysis: Performance Analysis:
Assessing new employees’ training Assessing current employees’
needs training needs
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Conti----------
• Task analysis is a detailed study of the job to determine
what specific skills the job requires.
• Performance analysis is the process of verifying that
there is a performance deficiency and determining
whether the employer should correct such deficiencies
through training or some other means (like transferring
the employee).
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Assessing Current Employees’ Training
Needs
Assessment Center
Results Performance Appraisals
Methods for Job-Related
Individual Diaries
Identifying Performance Data
Training
Needs
Attitude Surveys Observations
Tests Interviews
© 2008 Prentice Hall, Inc. All rights reserved. 8–12
FIGURE 8–2 Example of Competency Model for Human Resource Manager
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• Graphic model that consolidates , usually in one
diagram, a precise over view of the conpetencies (the
knowledge, skills and behaviors) some one would need
to do a job well.
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Training Methods
• On-the-Job
Computer-Based
Training
Training (CBT)
• Simulated
Apprenticeship
Learning
Training
• Informal
Internet-Based
Learning
Training
• Learning
Job Instruction
Portals
Training
• Lectures
• Programmed Learning
• Audiovisual-Based Training
• Teletraining and Videoconferencing
• Electronic Performance Support Systems (EPSS)
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Creating Your Own Training Program
Creating a Training Program
1 Set training objectives
2 Use a detailed job description
3
Develop an abbreviated task
analysis record form
4 Develop a job instruction sheet
5 Compile training program for the job
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The OJT Training Method
• On-the-Job Training (OJT)
Having a person learn a job by actually doing the job.
• Types of On-the-Job Training
Coaching or understudy
Job rotation
Special assignments
• Advantages
Inexpensive
Learn by doing
Immediate feedback
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Other Management Training Techniques
Off-the-Job Management Training
and Development Techniques
The case study method Role playing
Management games Behavior modeling
Outside seminars Corporate universities
University-related programs Executive coaches
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Behavior Modeling
Behavior Modeling Training
1 Model the effective behaviors
2 Have trainees role play using behaviors
3 Provide social reinforcement and feedback
4 Encourage transfer of training to job
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END
THANK YOU.
Lecturer; Nasra jama saed
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