1. TRAINING AND DEVELOPMENT

2. Training & Development Training & developmentTraining & development –Represents ongoing investment in employees & realizes employees are assets Importance of training & developmentImportance of training & development –Rapid technological changes cause skill obsolescence –Redesign of work brings need for new skills –Mergers & acquisitions have increased need for integrating employees into different cultures –Employees are moving between employers more often, necessitating training –Globalization of business requires new knowledge & skills Training & developmentTraining & development –Represents ongoing investment in employees & realizes employees are assets Importance of training & developmentImportance of training & development –Rapid technological changes cause skill obsolescence –Redesign of work brings need for new skills –Mergers & acquisitions have increased need for integrating employees into different cultures –Employees are moving between employers more often, necessitating training –Globalization of business requires new knowledge & skills

3. Benefits of Training & Development Individual employeeIndividual employee –Increased employee marketability –Increased employee employability security OrganizationOrganization –Improved bottom line, efficiency & profitability –Increased flexibility in employees who can assume different & varied responsibilities –Reduced layers of management –Makes employees more accountable for results Individual employeeIndividual employee –Increased employee marketability –Increased employee employability security OrganizationOrganization –Improved bottom line, efficiency & profitability –Increased flexibility in employees who can assume different & varied responsibilities –Reduced layers of management –Makes employees more accountable for results

4. Setting Training Objectives Align/match identified training needs with training objectivesAlign/match identified training needs with training objectives Define objectives in specific, measurable termsDefine objectives in specific, measurable terms –Desired employee behaviors –Results expected to follow from such behaviors One source of information for setting objectivesOne source of information for setting objectives –Performance deficiency data contained in performance management system Align/match identified training needs with training objectivesAlign/match identified training needs with training objectives Define objectives in specific, measurable termsDefine objectives in specific, measurable terms –Desired employee behaviors –Results expected to follow from such behaviors One source of information for setting objectivesOne source of information for setting objectives –Performance deficiency data contained in performance management system

5. Organizational Development Training programs focus on individual skill acquisition and development to improve productivity as well as assist in obtaining strategic objectives Training programs focus on individual skill acquisition and development to improve productivity as well as assist in obtaining strategic objectives In a rapidly changing global environment, organizations much be able to change in response by undertaking larger-scale changes In a rapidly changing global environment, organizations much be able to change in response by undertaking larger-scale changes Such activities constitute organizational development which focuses on the entire organization rather than individual employees Such activities constitute organizational development which focuses on the entire organization rather than individual employees Training programs focus on individual skill acquisition and development to improve productivity as well as assist in obtaining strategic objectives Training programs focus on individual skill acquisition and development to improve productivity as well as assist in obtaining strategic objectives In a rapidly changing global environment, organizations much be able to change in response by undertaking larger-scale changes In a rapidly changing global environment, organizations much be able to change in response by undertaking larger-scale changes Such activities constitute organizational development which focuses on the entire organization rather than individual employees Such activities constitute organizational development which focuses on the entire organization rather than individual employees

6. Exhibit 9.5 Link Between Training & Performance Management & Compensation

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

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

9. TrainingTraining Training is a planned effort by a company to facilitate the learning of employees.Training is a planned effort by a company to facilitate the learning of employees. High-leverage training:High-leverage training: –is linked to strategic business goals and objectives, –has top management support, –relies on an instructional design model, and –is benchmarked to programs in other organizations. Continuous learning is a learning system that requires employees to understand the entire work process and expects them to acquire new skills, apply them on the job, and share what they have learned with other employees.Continuous learning is a learning system that requires employees to understand the entire work process and expects them to acquire new skills, apply them on the job, and share what they have learned with other employees. Training is a planned effort by a company to facilitate the learning of employees.Training is a planned effort by a company to facilitate the learning of employees. High-leverage training:High-leverage training: –is linked to strategic business goals and objectives, –has top management support, –relies on an instructional design model, and –is benchmarked to programs in other organizations. Continuous learning is a learning system that requires employees to understand the entire work process and expects them to acquire new skills, apply them on the job, and share what they have learned with other employees.Continuous learning is a learning system that requires employees to understand the entire work process and expects them to acquire new skills, apply them on the job, and share what they have learned with other employees.

10. © 2008 Prentice Hall, Inc. All rights reserved.8–10 Training Methods On-the-Job TrainingOn-the-Job Training Apprenticeship TrainingApprenticeship Training Informal LearningInformal Learning Job Instruction TrainingJob Instruction Training LecturesLectures Programmed LearningProgrammed Learning Audiovisual TrainingAudiovisual Training Simulated Training (also Vestibule Training)Simulated Training (also Vestibule Training) Computer-Based Training (CBT)Computer-Based Training (CBT) Electronic Performance Support Systems (EPSS)Electronic Performance Support Systems (EPSS) Distance and Internet-Based TrainingDistance and Internet-Based Training On-the-Job TrainingOn-the-Job Training Apprenticeship TrainingApprenticeship Training Informal LearningInformal Learning Job Instruction TrainingJob Instruction Training LecturesLectures Programmed LearningProgrammed Learning Audiovisual TrainingAudiovisual Training Simulated Training (also Vestibule Training)Simulated Training (also Vestibule Training) Computer-Based Training (CBT)Computer-Based Training (CBT) Electronic Performance Support Systems (EPSS)Electronic Performance Support Systems (EPSS) Distance and Internet-Based TrainingDistance and Internet-Based Training

11. 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

12. Designing Effective Training Activities (cont.) 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

13. Needs Assessment Organizational Analysis Person Analysis Task Analysis

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

15. Ensuring Employee Readiness for Training Managers can increase employees' self-efficacy level by:Managers can increase employees' self-efficacy level by: –Letting employees know that the purpose of training is to try to improve performance rather than to identify areas in which employees are incompetent. –Providing as much information as possible about the training program and purpose of training prior to the actual training. –Showing employees the training success of their peers who are now in similar jobs. –Providing employees with feedback that learning is under their control and they have the ability and the responsibility to overcome any learning difficulties they experience in the program. Managers can increase employees' self-efficacy level by:Managers can increase employees' self-efficacy level by: –Letting employees know that the purpose of training is to try to improve performance rather than to identify areas in which employees are incompetent. –Providing as much information as possible about the training program and purpose of training prior to the actual training. –Showing employees the training success of their peers who are now in similar jobs. –Providing employees with feedback that learning is under their control and they have the ability and the responsibility to overcome any learning difficulties they experience in the program.

16. SKILLSSKILLS Basic Skills Cognitive Ability - verbal comprehension, quantitative ability, and reasoning ability Reading Ability - the difficulty level of written materials

17. Creating a Learning Environment Employees need to know why they should learn.Employees need to know why they should learn. Employees need meaningful training content.Employees need meaningful training content. Employees need to have opportunities to practice.Employees need to have opportunities to practice. Employees need feedback.Employees need feedback. Employees need to know why they should learn.Employees need to know why they should learn. Employees need meaningful training content.Employees need meaningful training content. Employees need to have opportunities to practice.Employees need to have opportunities to practice. Employees need feedback.Employees need feedback.

18. Creating a Learning Environment Employees learn by observing, experiencing, and interacting with others.Employees learn by observing, experiencing, and interacting with others. Employees need the training program to be properly coordinated and aadministered.Employees need the training program to be properly coordinated and aadministered. Employees need to commit training content to memory.Employees need to commit training content to memory. Employees learn by observing, experiencing, and interacting with others.Employees learn by observing, experiencing, and interacting with others. Employees need the training program to be properly coordinated and aadministered.Employees need the training program to be properly coordinated and aadministered. Employees need to commit training content to memory.Employees need to commit training content to memory.

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

20. Selecting Training Methods Presentation MethodsPresentation Methods –Instructor-led classroom instruction –Distance learning –Audiovisual techniques –Mobile technologies Hands-on MethodsHands-on Methods –On-the-job training –Self-directed learning –Simulations –Business games and case studies –Behavior modeling –Interactive video –E-learning Presentation MethodsPresentation Methods –Instructor-led classroom instruction –Distance learning –Audiovisual techniques –Mobile technologies Hands-on MethodsHands-on Methods –On-the-job training –Self-directed learning –Simulations –Business games and case studies –Behavior modeling –Interactive video –E-learning

21. Outcomes Used in Evaluating Training Programs OUTCOME Cognitive Outcomes Skill-based Outcomes Affective Outcomes Results Return on Investment WHAT IS MEASURED Acquisition of Knowledge Behavior Skills Motivation Reaction to Program Attitudes Company Payoff Economic value of Training HOW MEASURED Pencil and paper tests Work sample Observation Work sample Ratings Interviews Focus groups Attitude surveys Observation Data from information system or performance records Identification and comparison of costs and benefits of the program

22. Pretest/Posttest with Comparison GroupPretest/Posttest with Comparison Group Posttest only with comparison GroupPosttest only with comparison Group Pretest/PosttestPretest/Posttest Evaluation Designs Posttest Only Time Series

23. Determining Return on Investment Cost-benefit analysis is the process of determining the economic benefits of a training program using accounting methods.Cost-benefit analysis is the process of determining the economic benefits of a training program using accounting methods. Determining costsDetermining costs Determining benefitsDetermining benefits Making the analysisMaking the analysis Cost-benefit analysis is the process of determining the economic benefits of a training program using accounting methods.Cost-benefit analysis is the process of determining the economic benefits of a training program using accounting methods. Determining costsDetermining costs Determining benefitsDetermining benefits Making the analysisMaking the analysis