Professional Documents
Culture Documents
Training and
Developing
Employees
82
LEARNING OUTCOMES
1. Summarize the purpose and process
of employee orientation.
2. List and briefly explain each of the four steps
in the training process.
3. Discuss how you would motivate trainees.
4. Describe and illustrate how you would identify
training requirements.
5. Explain how to distinguish between problems
you can fix with training and those you cant.
6. Explain how to use five training techniques.
Copyright 2011 Pearson Education, Inc. publishing as Prentice Hall
83
84
Purpose of Orientation
Orientation Helps
New Employees
Feel
welcome
and at ease
Understand
the
organization
Know what
is expected
in work and
behavior
Begin the
socialization
process
85
Employee benefit
information
Personnel
policies
Employee
Orientation
Daily
routine
Safety measures
and regulations
Facilities
tour
86
FIGURE 81
New Employee
Departmental
Orientation Checklist
87
training liability
88
Needs analysis
Instructional design
Program implementation
Evaluation
89
to trainees.
5. Use as many visual aids as possible.
6. Create a perceived training need in trainees minds.
Copyright 2011 Pearson Education, Inc. publishing as Prentice Hall
810
of the job.
5. Provide heads-up, preparatory information that
811
812
Task Analysis:
Assessing new
employees training
needs
Performance Analysis:
Assessing current
employees training
needs
813
TABLE 81
814
FIGURE 82
815
Performance Analysis:
Assessing Current Employees
Training Needs
Specialized Software
Assessment Center
Results
Individual Diaries
Performance
Appraisals
Methods
for Identifying
Training Needs
Job-Related
Performance Data
Attitude Surveys
Observations
Tests
Interviews
Cant-do or Wont-do?
816
Training Methods
On-the-Job Training
Apprenticeship Training
Informal Learning
Job Instruction Training
Lectures
Computer-Based Training
(CBT)
Simulated Learning
Internet-Based Training
Learning Portals
Programmed Learning
Audiovisual-Based Training
Vestibule Training
Teletraining and
Videoconferencing
Electronic Performance
Support Systems (EPSS)
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817
Advantages
Inexpensive
Learn by doing
Immediate feedback
818
On-the-Job Training
Steps to Help Ensure OJT Success
1
Do a tryout
Follow up
819
FIGURE 83
820
FIGURE 84
821
822
Programmed Learning
Presenting
questions,
facts, or
problems to
the learner
Allowing the
person to
respond
Providing
feedback on
the accuracy
of answers
Advantages
Reduced training time
Self-paced learning
Immediate feedback
Reduced risk of error for learner
823
824
TABLE 82
PI
CBT
Computer-based training
CMI
Computer-managed instruction
ICAI
ITS
Simulation
Computer simulation
825
Internet-Based Training
Teletraining and
Videoconferencing
Electronic Performance Support
Distance
Learning
Methods
Systems (EPSS)
Computer-Based Training
826
FIGURE 85
827
Provide employees
with lifelong
educational and
learning opportunities
828
3
4
829
Implementing Management
Development Programs
Long-Term Focus of
Management
Development
Assessing the
companys
strategic needs
Appraising
managers
current
performance
Developing the
managers and
future managers
830
Succession Planning
Steps in the Succession Planning
Process
1
831
Management Development
Techniques
Managerial On-the-Job Training
Job
rotation
Coaching and
understudy
Action
learning
832
Role playing
Management games
Behavior modeling
Outside seminars
Corporate universities
University-related programs
Executive coaches
833
FIGURE 86
834
Behavior Modeling
Behavior Modeling Training
1
835
Managing Organizational
Change Programs
What to
Change
Strategy
Culture
Structure
Technologie
s
Employees
836
Managing Organizational
Change and Development
The Human Resource
Managers Role
Overcoming
resistance to
change
Organizing
and leading
organizational
change
Effectively using
organizational
development
practices
837
Managing Organizational
Change and Development
(contd)
Overcoming Resistance to
Change:
Lewins Change Process
1
Unfreezing
Moving
Refreezing
838
Moving Stage
3. Create a guiding coalition.
4. Develop and communicate a shared vision.
5. Help employees to make the change.
6. Consolidate gains and produce more change.
Refreezing Stage
7. Reinforce new ways of doing things.
8. Monitor and assess progress.
839
840
TABLE 83
Examples of OD Interventions
HRM Applications
Goal setting
Process consultation
Performance appraisal
Third-party intervention
Reward systems
Team building
Survey research
Employee wellness
Technostructural Interventions
Strategic OD Applications
Culture change
Cooperative unionmanagement
projects
Strategic change
Self-designing organizations
Quality circles
Total quality management
Work design
841
842
FIGURE 87
843
FIGURE 88
A Sample Training
Evaluation Form
844
KEY TERMS
employee orientation
training
negligent training
task analysis
competency model
performance analysis
on-the-job training (OJT)
apprenticeship training
job instruction training (JIT)
programmed learning
electronic performance support
systems (EPSS)
job aid
Copyright 2011 Pearson Education, Inc. publishing as Prentice Hall
virtual classroom
lifelong learning
management development
job rotation
action learning
case study method
management game
role playing
behavior modeling
in-house development center
executive coach
organizational development
controlled experimentation
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846