training and HR

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Human Resource Management:Gaining a Competitive Advantage

Chapter 7

Training

Copyright 2010 by the McGraw-Hill Companies, Inc. All rights resere!.McGraw-Hill"Irwin


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Learning Objectives

Discuss how training can contribute tocompanies business strategy.

Explain the managers role in identifying trainingneeds and supporting training on the job.

Conduct a needs assessment.

Evaluate employees readiness for training.

Discuss the strengths and weaknesses ofpresentation, handson, and group trainingmethods.

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Learning Objectives

Explain potential elearning training advantages.

Design a training session to maximi#e learning.

Choose an appropriate evaluation design basedon training objectives and analysis of constraints.

Design a crosscultural preparation program.

Develop a program for effectively managingdiversity.

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Training can...

%ncrease employees knowledge offoreign competitors and cultures.

&elp ensure that employees have skillsto work with new technology.

&elp employees understand how to work

effectively in teams to contribute to

product and service 'uality.

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Training can...

Ensure that the companys culture emphasi#esinnovation, creativity, and learning.

Ensure employment security by providing new

ways for employees to contribute when their ) jobs change or interests change

skills become obsolete

*repare employees to accept and work moreeffectively with each other, particularly with

minorities and women.

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Training

Trainingis a planned effort by a company to facilitatethe learning of employees.

High!everage training is: linked to strategic business goals and objectives,

supported by top management, relies on an instructional design model, and

benchmarked to programs in other organi#ations.

Continuous !earningre'uires employees tounderstand the entire work process, expects them toac'uire and apply new skills, and share what theyhave learned.

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"trategic Training # $eve!opment %rocess

!!


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$esigning &''ective Training Activities

-. (eeds Assessment/rgani#ational 0nalysis*erson 0nalysis1ask 0nalysis

". &nsuring &mp!o)ees* readiness 'or Training0ttitudes and 2otivation3asic 4kills

$. Creating a Learning &nvironment%dentification of learning objectives and training outcomes2eaningful material*ractice5eedback/bservation of others0dministering and coordinating program

The Training %rocess

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$esigning &''ective Training Activities

(. &nsuring Trans'er o' Training4elfmanagement strategies*eer and manager support

+. "e!ecting Training Methods*resentational 2ethods&andson 2ethods7roup 2ethods

. &va!uating Training %rograms%dentification of training outcomes and evaluation design.Costbenefit analysis

The Training %rocess

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- actors /sed to Choose Training

Compan)*s

"trategic $irection

Avai!ab!e Training

Resources

"upport

Manager and %eers

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0 actors that 1n'!uence&mp!o)ee %er'ormance and Learning

2. %erson characteristics 0bility and skill

0ttitudes and motivation

3. 1nput :nderstand what, how, when to perform

;ecessary resources incentives to perform 5ew negative conse'uences to perform

0. eedbac, 5re'uent and specific feedback about how the job is performed

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&nsuring &mp!o)ee Readiness 'or Training

Motivation to !earn is the desire of the trainee to learn the content of the

training program.

"e!'e''icac) is the employees? be!ie'that they can successfully learn the

content of the training program .

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&nsuring &mp!o)ee Readiness 'or Training

To increase emp!o)ees6 se!'e''icac) !eve!)

-. @et employees know that the purpose of training isto

improve performance rather than to identify areas in

which employees are incompetent.

". *rovideas much information as possible about thetraining program and purpose prior to actual training.

$. 4how employees their peerstraining success.

(. *rovideemployees feedbackthat learning is under their control

they have the ability and responsibility to overcome

learning difficulties experienced in the program.

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SK

I

L

L

S

asic ",i!!s

Cognitive Abi!it)8verba! comprehension9

5uantitativeabi!it)

and

reasoning abi!it)

Reading Abi!it)8!eve! o' di''icu!t)

o'

ritten materia!s

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Creating a Learning &nvironment

7 Conditions 'or Learning-. ;eed to know why they should learn.

". 2eaningful training content.

$. /pportunities to practice.

(. 5eedback.

+. /bserve experience and interact with others

. 7ood program coordination and administration

!. Commit training content to memory

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Trans'er o' Training

Trans'er

o'

Training

C!imate 'ortrans'er

Opportunit) to use

!earned capabi!it)

Techno!ogica!

"upport

"e!'managements,i!!s

Manager support

%eer "upport

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"e!ecting Training Methods

%resentation Methods %nstructorled classroom instruction Distance learning, teleconferencing A

webcasting 0udiovisual techni'ues 2obile technologies

Handson Methods /nthejob training 4elfdirected learning 4imulations

3usiness games and case studies 3ehavior modeling %nteractive video &learning

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Outcomes /sed in&va!uating Training %rograms

O/TCOM&

Cognitive /utcomes

4killbased

/utcomes

0ffective /utcomes

Besults

B/%

;HAT 1" M&A"/R&$0c'uisition of nowledge

3ehavior

4kills

2otivationBeaction to *rogram0ttitudes

Company *ayoff

Economic value of

1raining

HO; M&A"/R&$*encil and paper tests

ork sample

/bservation

ork sample

Batings

%nterviews

5ocus groups0ttitude surveys

/bservation

Data from information

systemor performance records

%dentificationA costcomparisonA program benefits

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%retest


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$etermining Return on 1nvestment

Costbene'it ana!)sisis the process ofdetermining a training programs economic

benefits using accounting methods.

Determining costs

Determining benefits

2aking the analysis

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CrossCu!tura! %reparation

0n e=patriate is an employee sent bya company tomanage operations in a different country.

To be success'u! overseas9e=patriates need to be:-. Competent in their area of expertise.

". 0ble to communicate verbally and nonverbally in thehost country.

$. 5lexible, tolerant of ambiguity, and sensitive to culturaldifferences.

(. 2otivated to succeed, able to enjoy the challenge ofworking in other countries, and willing to learn aboutthe host countrys culture, language, and customs.

+. 4upported by their families.

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- %hases o' CrossCu!tura! %reparation

%hase One:

%redeparture

%hase

%hase To:

On"ite

%hase%hase Three:

Repatriation

%hase

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Managing ;or,'orce $iversit)

Managing $iversit) is the process of creating an environment

that allows all employees to contribute to organi#ational goals andexperience personal growth.

3 T)pes o' $iversit) Training:

-. 0ttitude awareness and change programs

". 3ehavior based programs

3 Goa!s o' $iversit) Training:

-. Eliminate values, stereotypes, and managerial practices that

inhibit employees personal development

". 0llow employees to contribute to organi#ational goalsregardless of their race, sexual orientation, gender, family

status, religious orientation, or cultural background.

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Organi+ationa! socia!i+ation is the process used to

transform new employees into effective company

members.

- %hases o' "ocia!i+ation:

"ocia!i+ation and Orientation

Anticipator)

"ocia!i+ation

&ncounter

"ett!ing 1n

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"ummar)

1echnological innovations, new product markets, and

a diverse workforce have increased the need forcompanies to reexamine how their training practices

contribute to learning.

1he key to successful training is choosing thetraining method that best contributes to

effectiveness.

2anaging diversity and crosscultural preparationare two training issues relevant to capitali#e on a

diverse workforce and global markets.

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