1. Orientation,Training & Development
The “Learning” Organization
Teaching for 15 years
Big Ten
undergrad at OSU
grad at MSU
Taught at Minnesota, MSU
Happy to be back at OSU
Teach MBA, executive MBA, undergrads, MHR program
Research in T & D, Teams, web-based recruiting
Books on T&D, OB, HRM

2. Class Plan Expectancy Theory Training Trends
How to Design Effective Training
Training Methods
On-the-job training
e-learning and use of technology
How Do You Know If Training is Effective?
Career planning & development

3. Expectancy Theory
Motivation is the result of the outcomes one seeks and one’s estimate that action will lead to a desired outcome.
Effort
Performance
Outcome
How much do
I want it? Does it
have value?
Can I do it?
What is in it
for me? Will my
effort be recognized?

4. Expectancy Theory HRM focus Effort Performance Outcome
Where do you think the biggest problem lies in training for HRM?
HRM focus
Ability
Role Clarity
Equity
Effort
Performance
Outcome
How much do
I want it? Does it
have value?
Can I do it?
What is in it
for me? Will my
effort be recognized?

5. Training Trends
Companies view training as a way to gain an advantage in the marketplace
New technologies make it easier for training to be delivered when and where employees need it
Movement from focus on specific skills to focus on creating and sharing knowledge (becoming a Learning Organization)
Companies are centralizing training by creating their own universities (e.g, Motorola University)

6. New View of Learning “Instructor” (person, technology) Learner
Knowledge Storage
(database)
Learner
The Group
Learner
Learner
On-line
Learner
“Experts”
Readings

7. Learning - Development Strategies
Cognitive: articles,lectures,videos, university courses, management seminars
Behavioural: role-playing, sensitivity training, wilderness training, mentoring
Environmental: job rotation, temporary assignments, employee exchanges, internal consulting, cross-cultural training

8. Conditions Necessary for Learning
Objectives (Why am I here? Purpose?)
Sell Benefits
Provide Feedback
Provide Opportunities to Practice
Learn from Others (share ideas, watch a model)
Albert Bandura
Provide a Good Training Environment (creature comforts)
Provide Meaningful Content

9. A Process for Designing Effective Training
Needs Assessment
Employees Readiness for Training
basic skills, attitudes, and motivation
Create a Learning Environment (previous slide)
Ensure Transfer of Training
peer and manager support, self-mgt strategies
Evaluate the Program

10. Training Methods & Delivery Systems
Passive/Presentation
lecture
video
Hands-on
On-the-job training
simulation/games
apprenticeship
behavior modeling
Group building
adventure learning
action learning
team training
Web
Intranet
Distance Learning
Virtual Reality
Classroom
Multimedia
CD-ROM

11. Principles of Effective OJT (on-the-job-training)
Trainer is prepared
Instructional steps
Tell trainee objective and demonstrate
Explain key points or behaviours (give trainee key points as a job aid)
Demonstrate again
Have the trainee perform the task - shape behavior (praise, reinforcement, feedback)
Go beyond “one trial learning”

12. On-the-job Training Exercise
Choose a partner
One person takes role of trainer, the other trainee
Trainer teaches the trainee how to make a paper airplane
Switch roles

13. Conditions Necessary for Learning
Objectives (Why am I here? Purpose?)
Sell Benefits
Provide Feedback
Provide Opportunities to Practice
Learn from Others (share ideas, watch a model)
Albert Bandura
Provide a Good Training Environment (creature comforts)
Provide Meaningful Content
Which ones did we do?

14. New Ways - e-Learning Has good learning qualities
learner control
learning environment(feedback, reinforcement, meaningful, appeals to multiple senses)
linkages (trainer, mentor, other learners, experts, web sites)
sharing
Available at any time or place
Consistent delivery
Easy to update
Example:

15. How Would You Evaluate Training?
Evaluation is the process of measuring effectiveness –
Has learning occurred and training is used on the job (transfer of training)
How do we evaluate our college classes?
How might we evaluate e-learning?

16. Career Planning & Development
May be distinguished from skill training because it is long-term in focus and often develops the analytical & reasoning abilities needed by management to solve strategic problems.
The goal is to enhance an employee’s future value to the company
Strategic implications is the development of a learning organization that has capacity to learn, adapt & change
Take a few minutes and examine your career plan

17. Evolving issues Dual career couples
(family responsibilities, time out of job or work force for parenting)
Career Plateauing

18. In the Home Stretch … Group Assignment
Written (be sure group members names are on paper)
Presentation (10 minutes)
Brief intro of company / focus on recommendations!
Individual Assignment / Insight Journal
Interesting / Reflection – New Direction for you
Both due at start of afternoon class
Start at 2:30 pm
Presentation order?

19. Barry Wright bwright@brocku.ca
Strategic HRM
Barry Wright