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Socialization, Training, and Development

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Presentation on theme: "Socialization, Training, and Development"— Presentation transcript:

1 Socialization, Training, and Development
HPA 460

2 Chapter Outline The Strategic Importance of Socialization, Training, and Development Determining Training & Development Needs Developing Programs Team Training and Development Assessing Training and Development 2

3 Importance of Socialization, Training and Development
Employee Commitment Employee Performance 3

4 Socialization, Training & Development
Intentional efforts to improve employees’ current and future performance Socialization: teaching the corporate culture and philosophies Training: improving competencies currently needed Development: improving competencies over the long term

5 Partnership Perspective
Cooperate Support Train Managers Identify Accept Participate HR Professionals Employees Assist Communicate Train 4

6 Roberto Goizueta, CEO Coca-Cola Company
The development of our best people is the personal responsibility of management. Roberto Goizueta, CEO Coca-Cola Company

7 Training & Development Needs
Assessment Phase Training & Development Phase Evaluation Phase Assess needs: Organizational Job Person Demographic Select training media & learning principles Conduct training Establish conditions for maintenance Develop criteria Pretest Monitor training Evaluate 5

8 Formal Needs Assessment
Computerization of medical records and office activities in a medical group practice Organization Needs Analysis Job Needs Analysis Person Needs Analysis

9 Training Needs Analysis
Organizational Needs: Assess short-and long-term objectives Analyze: Human resource needs Efficiency indices Organizational climate Organizational culture

10 Training Needs Analysis
Job Needs Analysis: Decide tasks to be performed Determine skills necessary to perform those tasks Develop minimum acceptable standards for the job

11 Training Needs Analysis
Person Needs Analysis: Output measures Self-assessed training needs Attitude surveys

12 Training Needs Analysis
Demographic Needs Analysis: Gender Ethnicity Age

13 Developing Program Content
Affective Outcomes Cognitive Knowledge Program Content Skill-Based Outcomes

14 Program Location On-the-Job On-Site, not On-the Job Off the Job
Job instruction Internships Apprenticeship Job rotation On-Site, not On-the Job Programmed instruction Interactive video Teleconferencing Orientation Off the Job Formal courses Simulation Assessment centers Wilderness trips

15 Advantages of Different Formats
On-the-Job + high transfer of learning + immediate feedback On-Site, not On-the Job + cost effective for large groups + standardized Off the Job + build relationships + foster analytical skills

16 To Maximize Learning: Set the Stage for Learning
Increase Learning During Training Maintain Performance after Training Follow up on Training

17 Top Management Leadership
New Leadership Behaviors: From “command and control” to visioning and supporting Customer-focused Concern for environmental, social and ethical issues

18 Top Management Leadership
Leadership Development: Leadership Institutes Mentoring Programs Data collection and feedback (360°) Personal coach

19 Team Training & Development
Training to develop team cohesiveness Training in team procedures Training to develop work team leaders

20 Assessing Training & Development
Evaluation Components (What to Evaluate): Reaction to training Learning Behavior or performance change Results

21 Assessing Training & Development
Evaluation Designs Pre-experimental design X T2 Quasi-experimental design T1 X T2 T1 T2 Experimental design (randomization)

22 Application Training Programs Used in HCOs

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