8-1 Copyright ©2010 Pearson Education, Inc. publishing as Prentice Hall Training the Workforce Chapter 8

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Copyright ©2010 Pearson Education, Inc. publishing

as Prentice Hall

Training the

Workforce

Chapter 8

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Key Training Issues Training vs. Development Challenges in Training The training process:

Needs assessment Development and conducting

training Evaluation

Orientation and Socialization

Chapter 8 OverviewChapter 8 Overview

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How can training keep pace with a changing organizational environment?

Should training take place in a classroom or on the job?

How can training be delivered effectively, worldwide?

How can training be delivered so that trainees are motivated to learn?

Key Training IssuesKey Training Issues

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Training—provide employees With specific skills, or Help correct deficiencies in performance

Development—effort to provide abilities the organization will need in the future

Training vs. DevelopmentTraining vs. Development

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Is training the solution to the problem? Are training goals clear and realistic? Is training a good investment? Will the training work?

Must flow from strategic goals

Challenges in TrainingChallenges in Training

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Teach others what you learned Assign yourself homework

Set goals that apply the lessons Develop your own job aids Get a training partner Ask for help

Transfer of Training: From Transfer of Training: From Learning to DoingLearning to Doing

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Needs Assessment Phase

Developing and Conducting Training Clarifying the objectives of training The training and conduct phase

The Evaluation Phase

Legal issues and training

Managing the Training ProcessManaging the Training Process

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The Training ProcessThe Training Process

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Organizational Analysis—identify: Organizational needs Level of support for training

Needs AssessmentNeeds Assessment

Task Needs—examine job to be performed Based on job analysis Identify needed KSAs

Person Needs Which employees need training?

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Develop set of objectives

Clarifying Training ObjectivesClarifying Training Objectives

Relate objectives to KSAs From assessment phase

State in behavioral terms Make objectives as

specific as possible Use objectives to assess

effectiveness

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Location Options—On the Job (OJT) Job rotation, Apprenticeships and Internships Is job relevant Can be costly Quality varies substantially

Training and Conduct PhaseTraining and Conduct Phase

Location Options—Off the Job Good if need uninterrupted period In environment conducive to learning May not transfer back to job

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Training and Conduct PhaseTraining and Conduct Phase

Presentation Options: Slides and Videotapes Teletraining Computers Simulations Virtual Reality Classroom Instruction

and Role-plays

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Types of TrainingTypes of Training

Skills Training Retraining

Job Training Partnership Act Cross-Functional Training Team Training

Content tasks Group Processes Virtual team training

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Types of Training ContinuedTypes of Training Continued

Literacy Training Diversity Training Crisis Training Ethics Training Customer Service Training Creativity Training

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BrainstormingBrainstorming

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Important but often overlooked

The Evaluation PhaseThe Evaluation Phase

Does training result in attaining a goal?

Four Level Framework for Evaluation: Reaction of trainees How much trainees learn Post-training behavior Results of training (financial value: ROI)

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Subject to anti-discrimination laws

Employees must have access to training and development programs In a nondiscriminatory fashion

Job-relevance is valid defense

Legal Issues in TrainingLegal Issues in Training

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Orientation—inform new employees about Organizational policies and procedures What is expected of them

Orientation and SocializationOrientation and Socialization

Socialization—helps acclimate employees Anticipatory stage Encounter Settling in

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Training—provides specific skills Is training the appropriate fix? Are goals of training clear? Don’t forget evaluation phase Pay attention to socialization

Better workplace outcomes

Summary and ConclusionsSummary and Conclusions

Documents

8-1 Copyright ©2010 Pearson Education, Inc. publishing as Prentice Hall Training the Workforce Chapter 8