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Training. Training can... Increase employees knowledge of foreign competitors and cultures. Help ensure that employees have skills to work with new technology.

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Presentation on theme: "Training. Training can... Increase employees knowledge of foreign competitors and cultures. Help ensure that employees have skills to work with new technology."— Presentation transcript:

1 Training

2 Training can... Increase employees knowledge of foreign competitors and cultures. Help ensure that employees have skills to work with new technology. Help employees understand how to work effectively in teams to contribute to product and service quality.

3 Training can... Ensure that the companys culture emphasizes innovation, creativity, and learning. Ensure employment security by providing new ways for employees to contribute when their : jobs change or interests change skills become obsolete Prepare employees to accept and work more effectively with each other, particularly with minorities and women.

4 Training Training is a planned effort by a company to facilitate the learning of employees. High-leverage 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 organizations. Continuous learning requires employees to understand the entire work process, expects them to acquire and apply new skills, and share what they have learned.

5 Strategic Training & Development Process

6 Designing Effective Training Activities 1. Needs Assessment Organizational Analysis Person Analysis Task Analysis 2. Ensuring Employees readiness for Training Attitudes and Motivation Basic Skills 3. Creating a Learning Environment Identification of learning objectives and training outcomes Meaningful material Practice Feedback Observation of others Administering and coordinating program The Training Process

7 Designing Effective Training Activities 4. Ensuring Transfer of Training Self-management strategies Peer and manager support 5. Selecting Training Methods Presentational Methods Hands-on Methods Group Methods 6. Evaluating Training Programs Identification of training outcomes and evaluation design. Cost-benefit analysis The Training Process

8 Needs Assessment Process Organization Analysis Person Analysis Task Analysis

9 3 Factors Used to Choose Training Companys Strategic Direction Available Training Resources Support- Manager and Peers

10 5 Factors that Influence Employee Performance and Learning 1.Person characteristics Ability and skill Attitudes and motivation 2.Input Understand what, how, when to perform Necessary resources (equipment, etc.) Interference from other job demands Opportunity to perform 3.Output Expectations for learning performance 4.Consequences Positive consequences/incentiv es to perform Few negative consequences to perform 5.Feedback Frequent and specific feedback about how the job is performed

11 Ensuring Employee Readiness for Training Motivation to learn is the desire of the trainee to learn the content of the training program. Self-efficacy is the employees' belief that they can successfully learn the content of the training program.

12 Ensuring Employee Readiness for Training To increase employees' self-efficacy level: 1.Let employees know that the purpose of training isto improve performance rather than to identify areas in which employees are incompetent. 2.Provideas much information as possible about the training program and purpose prior to actual training. 3.Show employees their peerstraining success. 4.Provideemployees feedbackthat learning is under their control they have the ability and responsibility to overcome learning difficulties experienced in the program.

13 Basic Skills Cognitive Ability – verbal comprehension, quantitativeability and reasoning ability Reading Ability – level of difficulty of written materials

14 Creating a Learning Environment 7 Conditions for Learning 1.Need to know why they should learn. 2.Meaningful training content. 3.Opportunities to practice. 4.Feedback. 5.Observe experience and interact with others 6.Good program coordination and administration 7.Commit training content to memory

15 Transfer of Training Opportunity to use learned capability Climate for Transfer Technological Support Manager support Peer Support Self- management skills

16 Selecting Training Methods Presentation Methods Instructor-led classroom instruction Distance learning, teleconferencing & webcasting Audiovisual techniques Mobile technologies Hands-on Methods On-the-job training Self-directed learning Simulations Business games and case studies Behavior modeling Interactive video E-learning

17 Outcomes Used in Evaluating Training Programs OUTCOME WHAT IS MEASURED HOW MEASURED Cognitive Outcomes Acquisition of knowledge Pencil and paper tests Work sample Skill-based Outcomes Behavior Skills Observation Work sample Ratings Affective Outcomes Motivation Reaction to Program Attitudes Interviews Focus groups Attitude surveys ResultsCompany Payoff Observation Data from information systemor performance records ROI Economic value of Training Observation Data from information systemor performance records

18 Pretest/Posttest with comparison group Posttest only with comparison group Pretest/Posttest Evaluation Designs Posttest Only Time Series Posttest Only Time Series

19 Determining Return on Investment Cost-benefit analysis is the process of determining a training programs economic benefits using accounting methods. Determining costs Determining benefits Making the analysis

20 Organizational socialization is the process used to transform new employees into effective company members. Socialization and Orientation 3 Phases of Socializ ation Encounter Settling In Anticipato ry Socializati on

21 GooD LucK


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