Copyright ©2012 Pearson Education, Inc. publishing as Prentice Hall Training the Workforce 8-1 Chapter 8

Copyright ©2012 Pearson Education, Inc. publishing as Prentice Hall

Training the

Workforce

8-1

Chapter 8


Chapter 8 Overview

Determine when an employees need training and the best type of training, given a company’s circumstances

Recognize the characteristics that make training programs successful

Weigh the costs and benefits of a computer-based training program

Design job aids as complements or as alternatives to training

Understand how to socialize new employees successfully

8-2


Key Training Issues

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?

8-3


Training vs. Development Training

Provide employees with specific skills Help correct deficiencies in performance

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

8-4


Challenges in Training

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

goals of the organization?

8-5


Transfer of Training: From Learning to Doing

Teach others what you learned Assign yourself homework

Set goals that apply to the lessons

Develop your own job aids Get a training partner Ask for help

8-6


Managing the Training Process

Needs Assessment Phase Clarifying Objectives

Developing and Conducting Training

The Evaluation Phase Legal issues and training

8-7


Needs Assessment

Organizational Analysis is conducted to understand Organizational needs Level of support for training

8-8

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

Person Needs Which employees need training?


Clarifying Training Objectives Develop set of objectives

8-9

Relate objectives to KSAs From assessment phase

State in behavioral terms Make objectives as specific as

possible Use objectives to assess

effectiveness


Training and Conduct Phase Location Options—On the Job (OJT)

Job rotation, Apprenticeships and Internships

Is it job relevant? Can be costly Quality varies substantially by trainer

8-10

Location Options—Off the Job Provides uninterrupted period Use environment conducive to

learning May not easily transfer back to

job


Training and Conduct Phase

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

Role-plays

8-11


Types of Training

Skills Training Retraining

Job Training Partnership Act Cross-Functional Training Team Training

Content tasks Group Processes Virtual team training

8-12


Types of Training Continued

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

8-13


Brainstorming

8-14

Analogies and MetaphorsFree AssociationPersonal AnalogyMind Mapping


The Evaluation Phase

Important but often overlooked

8-15

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)


Legal Issues in Training

Subject to anti-discrimination laws

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

Job-relevance is valid defense

8-16


Orientation and Socialization Orientation—inform new employees about

Organizational policies and procedures What is expected of them

8-17

Socialization—helps acclimate employees Anticipatory Encounter Settling in


Summary and Conclusions

Training—provides specific skills

Is training the appropriate fix?

Are goals of training clear? Don’t forget evaluation

phase

8-18

Copyright ©2012 Pearson Education, Inc. publishing as Prentice Hall 6-19

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Copyright ©2012 Pearson Education, Inc. publishing as Prentice Hall Training the Workforce 8-1 Chapter 8