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Socialization, Training, and Development HPA 460.

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Presentation on theme: "Socialization, Training, and Development HPA 460."— Presentation transcript:

1 Socialization, Training, and Development HPA 460

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

3 Importance of Socialization, Training and Development Socialization Training Development Socialization Training Development EmployeeCommitment EmployeePerformance

4 Socialization, Training & Development Intentional efforts to improve employees’ current and future performance 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 Managers HR Professionals Employees CooperateSupportTrain AssistCommunicateTrain IdentifyAcceptParticipate

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

7 Training & Development Needs AssessmentPhaseAssessmentPhase Training & Development Phase Training & Development Phase EvaluationPhaseEvaluationPhase Assess needs: Organizational Organizational Job Job Person Person Demographic Demographic Select training media & learning principles Conduct training Establish conditions for maintenanceDevelopcriteriaPretestMonitortrainingEvaluate

8 Formal Needs Assessment Computerization of medical records and office activities in a medical group practice 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 Assess short-and long- term objectives Analyze: Analyze: – Human resource needs – Efficiency indices – Organizational climate – Organizational culture

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

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

12 Training Needs Analysis Demographic Needs Analysis:  Gender  Ethnicity  Age

13 Developing Program Content CognitiveKnowledge Skill-Based Outcomes AffectiveOutcomes ProgramContent

14 Program Location On-the-JobOn-the-Job On-Site, not On-the JobOn-Site, Job Off the Job 1.Job instruction 2.Internships 3.Apprenticeship 4.Job rotation 1.Programmed instruction 2.Interactive video 3.Teleconferencing 4.Orientation 1.Formal courses 2.Simulation 3.Assessment centers 4.Wilderness trips

15 Advantages of Different Formats On-the-JobOn-the-Job On-Site, not On-the JobOn-Site, Job Off the Job +high transfer of learning +immediate feedback + cost effective for large groups +standardized +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 From “command and control” to visioning and supporting Customer-focused Customer-focused Concern for environmental, social and ethical issues Concern for environmental, social and ethical issues

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

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

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

21 Assessing Training & Development Evaluation Designs Pre-experimental design Pre-experimental design XT2 Quasi-experimental design Quasi-experimental design T1XT2 T1T2 Experimental design (randomization) Experimental design (randomization) T1XT2 T1T2

22 Application Training Programs Used in HCOs Training Programs Used in HCOs


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