Presentation on theme: "Kuliah 8 Pengurusan Prestasi Kerja dan Kejurulatihan."— Presentation transcript:
Kuliah 8 Pengurusan Prestasi Kerja dan Kejurulatihan
HASIL PEMBELAJARAN EDU5822 Pelajar dapat: 1. Mempelbagai kaedah untuk latihan dan pembangunan staf (C6) 2. Mereka bentuk program latihan dan pembangunan staf (P6, CTPS) 3. Mempamer perlakuan profesional dalam mengendali program latihan dan pembangunan staf (A5, EM).
Tajuk Hubungkait kejurulatihan dan prestasi kerja Keperluan dan peranan kejurulatihan Ciri kejurulatihan
Latihan dan Prestasi Kerja Training (Asfhan et al. 2012); is a key element for improved performance; it can increase the level of individual and organizational competency; helps to reconcile the gap between what should happen and what is happening – between desired targets or standards and actual levels of work performance; is one of the ways of overcoming deficiencies in human performance at work; enhances skills, competency, ability and ultimately worker performance and productivity in organizations.
Latihan dan Prestasi Kerja Organizational success relied on; the skills and abilities of their employees; considerable and continuous investment in training; an adequate supply of staff that is technically and socially competent and capable of being developed into specialists for the relevant departments or management positions.
Ciri Jurulatih (Kozoll, 1975) A. Empathy; ability to put oneself in the shoes of another; recognising the fears and uncertainties in the minds of trainees when learning additional techniques or skills; enables a trainer to point out personal difficulties encountered by him in similar learning situations. B. Honesty; the courage to recognise personal strengths and weaknesses and to be frank about these aspects to the personnel being trained, for their own benefit.
Ciri Jurulatih (Kozoll, 1975) C. Patience; the willingness to compliment slow progress and refrain from the anger when mistakes are made; includes the techniques of repeating instructions, breaking down a task into small units and allowing time for learners to try out. D. Pace; an external speed governor, which acts more to slow down than to speed up; closely integrated with empathy and patience; better to move slowly and attain complete mastery, than to push for rapid and sloppy completion.
Ciri Jurulatih (Kozoll, 1975) E. Democracy; kind of atmosphere created when learning takes place; the trainer should be supportive and non-threatening in presentation; the tone of voice and facial expression should lead the learners to feel comfortable in raising questions, offering suggestions, reinterpreting instructions and generally to feel relaxed while they learn.
Ciri Jurulatih (Kozoll, 1975) F. Purpose; emphasises the element of tenacity in achieving the training goals; conscientiously moves a group of learners along to a pre-set destination; there may be stops and shifts, but the eye is always fixed on certain performance standards and levels.
Ciri Jurulatih (Kozoll, 1975) G. Ability to listen; must hear questions raised by trainees and understand if the questions reflect other problem; have the posture of a listener through training towards the speaker and maintaining eye contact. H. Respect for experience; adults will learn more effectively if respect is given to the experience and qualifications they can bring to a situation; encourage greater participation/activity by trainers.
Ciri Jurulatih (Kozoll, 1975) I. Prestige; command the respect of his colleagues in the organisation; strengthened the training program by its acceptance among older and experienced employees.
Managing Change Change at Work; The nature of change Responses to change Costs and Benefits
Managing Change Resistance to Change; Nature and Effects Responses to change Costs and Benefits
Managing Change Resistance to Change; Nature and Effects Reasons for Resistance Types of Resistance Possible Benefits of Resistance
Managing Change Implementing Change Successfully; Transformational Leadership and Change Three Stages in Change Manipulating the Forces Building Support for Change