Professional Documents
Culture Documents
Assignment 3: Chapter 8
Group Members:
Haider Shamim
Zain Yousaf Sony
Abdul Wahid
Muaz Ashraf
Talha Saleem
Sohail Ghumman
Syed Ismaeel Shah
Submitted to:
Sir Usman Riaz
On the first day, the employee should be given a tour of the facility, no
matter the size, and especially those areas the employee will be most
involved with during their work day. Introduce the staff and prepare a list of
their names and job functions. Time should be made to go over the basic
operations of the company and department, such as work hours,
timeliness/punctuality, explaining the time tracking process, pay day
schedules (including direct deposit information or banks used in the area),
overtime policy, lunch time or break time policies, parking, telephone and
Internet policies, security regulations and how the telephone system works.
In addition, a review of the new employee job description, the filling our of
necessary forms, and a schedule for any additional needed information –
such as training.
Apprenticeship Training
Informal Learning
Informal learning refers to learning that occurs away from a structured, formal
classroom environment. Informal learning comes in many forms, including
viewing videos, self-study, reading articles, participating in forums and chat
rooms, performance support, coaching sessions and games. Informal learning is
a style of learning in which the learner sets their own goals and objectives.
Step by step on the job training method in which a trainer (1)prepares a trainee
with an overview of the job, its purpose and the results desired (2)
demonstrates the task or the skill to the trainee, (3) allows the trainee to mimic
the demonstration on his or her own, and (4) follows up to provide feedback
and help.
Simulated Training:
Here we are outlining many off the job techniques for training and
developing managers.
The Case Study Method: All most everyone knows, the case study method
presents a trainee with a written description of an organizational problem.
The person then analyzes the case, diagnoses the problem, and presents his
or her findings and solutions in a discussion with other trainees.
Outside Seminars: Many companies and universities offer Web based and
traditional management development seminars and conference.
Role Playing: The aim of role playing is to create a realistic situation and then
have the trainees assume the parts (or roles) of specific persons it that
situation.
Unfreeze
Change
1. Communicate often.
2. Dispel rumors.
3. Empower action.
Refreeze
4. Celebrate success!
It is crucial that the manager evaluate the training program. There are
basically three things you can measure: participants reactions to the
program; what (if anything) the trainees learned form the programs; and to
what extent their on the job behavior changed as a result of the program.
There are actually two basic issues to address when evaluating training
programs. The first is the design of the evaluation study and, in particular,
whether to use controlled experimentation. The second issue is: What should
we measure?
Designing the Study:
In evaluating the training program the first question should be how to design
the evaluations study. The time series design is one option. Here, you take a
series of measures before and after the training program. This can provide at
least an initial reading on the program’s effectiveness.
This approach is feasible but, in terms of current practice few firms use it.
Most simply measure trainees’ reactions to the program; some also measure
the trainees’ job performance before and after training. The human resources
manager should at least use an evaluation form to evaluate training
program.
1) Reaction: Evaluate trainees’ reactions to the programs. Did they like the
program? Did they think it is worth while?
2) Learning: test the trainees to determine whether they learned the
principles, skills, and facts they were supposed to learn.
3) Behavior: Ask whether the trainees on the job behavior changed because
of the training program. For example are employees in the store’s complaint
department more courteous toward disgruntled customers?
4) Results Probably most important to ask: What final results were achieved
in terms of the training objectives previously set?
Evaluating any of these four is fairly straight forward. Similarly, you might
assess trainees learning by testing their new knowledge. The employer can
asses the trainees’ behavioral change directly or indirectly. Indirectly you
might assess the effectiveness of, say, a supervisory performance appraisal
training program by asking that person’s subordinates questions like, Did
your supervisor take the time to provide you with examples of good and bad
performance when he or she appraised your performance most recently? Or,
you can directly assess a training program’s results, for instance, by
measuring, say, the percentage of phone calls answered correctly.