1. Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.

2. Learning Outcomes Discuss the scope of training and development and its strategic aspects Describe how a training needs assessment should be done Describe the factors that must be taken into account when designing a training program Identify the types of training-delivery methods organizations use Explain how the effectiveness of training programs are evaluated, and describe some of the additional training programs conducted by firms 2

3. Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. The Scope of Training Training Effort initiated by an organization to foster learning among its members Narrowly focused and oriented toward short-term performance concerns Development Effort that is oriented more toward broadening an individual’s skills for the future responsibilities 3

4. Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Figure 7.1 - Strategic Model of Training 4

5. Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Phase 1: Conducting the Needs Assessment Examination of the environment, strategies, and resources the firm faces so as to determine what training it should emphasize Organization analysis Process of determining what the content of a training program should be on the basis of a study of the tasks and duties involved in the job Competency assessment: Analysis of the sets of skills and knowledge needed for decision oriented and for knowledge-oriented jobs Task analysis Determination of the specific individuals who need training Person analysis 5

6. Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Phase 2: Designing the Training Program Issues to be focused on Training’s instructional objectives Readiness of trainees and their motivation Principles of learning Characteristics of instructors 6

7. Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Developing Instructional Objectives Information collected through needs assessment, can help state the desired outcomes of training through written instructional objectives Instructional objectives: Desired outcomes of a training program Describe skills or knowledge to be acquired and attitudes to be changed Are performance centered 7

8. Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Assessing the Readiness and Motivation of Trainees Preconditions for learning that affect success Trainee readiness Whether or not the experience and knowledge of trainees have made them ready to absorb the training Trainee motivation Organization needs to help employees understand the link between the effort they put into training and the payoff 8

9. Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Figure 7.3 - Principles of Learning 9

10. Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Characteristics of Successful Instructors Knowledge of the subject Enthusiasm Sincerity Interest in trainees Sense of humor Ability to communicate clearly Willingness to provide individual assistance 10

11. Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Figure 7.5 - Learning Outcomes Differ by Training Method 11

12. Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Figure 7.6 - Training Delivery Methods 12

13. Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Figure 7.7 - The PROPER Way to Do On- the-Job Training 13

14. Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Figure 7.8 - Case Studies 14

15. Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Figure 7.9 - Criteria for Evaluating Training 15

16. Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Additional Training and Development Programs Orientation Onboarding Basic skills training Team training and cross training Ethics training Diversity training 16

17. Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Figure 7.10 - Team Training 17