Department of Business Management Strategic Human Resource Management Ing. Miloš Krejčí

2.2. Strategic Human Resource Management 1.Introduction to Human Resource Management 2.Strategic Human Resource Management 3.Personnel Planning and Recruiting - Job Analysis, Descriptions and Specifications 4.Employee / Employer Selection and Interviewing Process 5.Training and Developing Employees 6.Performance Management and Appraisal 7.Coaching, Careers and Talent Management 8.Compensation planning 9.Financial Incentives and Employee Benefits 10.Ethics, Culture, Organizational Change and Fair Treatment in HR Management 11.Equal Opportunity and Diversity, Labor Relations, Employee Safety and Health 12.Managing Human Resources in Global and SME companies Ing. Miloš Krejčí

3.3. Orientation Ing. Miloš Krejčí Feel welcome and at ease Begin the socialization process Understand the organization Know what is expected in work and behavior Orientation Helps New Employees

4.4. The Orientation Process Ing. Miloš Krejčí Company organization and operations Safety measures and regulations Facilities tour Employee Orientation Employee benefit information Personnel policies Daily routine

5.5. The Training Process Training Is the process of teaching / coaching new employees the basic skills they need to perform their jobs Reduces an employer’s exposure to negligent training liability Training’s Strategic Context The aims of firm’s training programs must make sense in terms of the company’s strategic goals = be SMART. Training fosters employee learning, which results in enhanced organizational performance Ing. Miloš Krejčí

The Four-Step Training Process Instructional design - training objectives, content and budget Needs analysis Program implementation Evaluation Steps in the Training Process / Cycle Ing. Miloš Krejčí

7.7. Training, Learning, and Motivation Make the Learning Meaningful 1.At the start of training, provide a bird’s-eye (helicopter) view of the material to be presented to facilitate learning. 2.Use a variety of familiar examples. 3.Organize the information so you can present it logically, and in meaningful units. 4.Use terms and concepts that are already familiar to trainees. 5.Use as many visual aids as possible. 6.Create a perceived training need in trainees’ minds. Ing. Miloš Krejčí

8.8. Training, Learning, and Motivation Make Skills Transfer Easy 1.Maximize the similarity between the training situation and the work situation. 2.Provide adequate practice – workshops, cases... 3.Label or identify each step in the process. 4.Direct the trainees’ attention to important aspects of the job. 5.Provide preparatory information that lets trainees know what might happen back on the job. Ing. Miloš Krejčí

9.9. Training, Learning, and Motivation Reinforce the Learning 1.Trainees learn best when the trainers immediately reinforce correct responses, perhaps with a quick “well done.” 2.The schedule is important. The learning curve goes down late in the day, so that “full day training is not as effective as half the day or three-fourths of the day.” Ing. Miloš Krejčí

10. Analyzing Training Needs Ing. Miloš Krejčí Task Analysis: Assessing new employees’ training needs Performance Analysis: Assessing current employees’ training needs Training Needs Analysis

11. Individual Performance BUILDS THE BUSINESS Consistently delivers high-quality results, both short- and long-term. BUILDS ORGANIZATION CAPACITY Develops own capabilities. Supports the development and full utilization of others' capabilities, and the recruiting, training, and retention efforts of the organization. Improves business processes--how the organization accomplishes its objectives. Ing. Miloš Krejčí

12. Competency Model (pre-work) PRIORITY SETTING THINKING/PROBLEM-SOLVING INITIATIVE AND FOLLOW-THROUGH LEADERSHIP WORKING EFFECTIVELY WITH OTHERS COMMUNICATION CREATIVITY AND INNOVATION TECHNICAL MASTERY Ing. Miloš Krejčí

13. Assessing Employees’ Training Needs Ing. Miloš Krejčí Performance Appraisals Job-Related Performance Data Observations Interviews Assessment Center Results Individual Diaries Attitude Surveys Tests Methods for Identifying Training Needs Specialized Software Can’t-do or Won’t-do?

14. Training Methods On-the-Job Training Apprenticeship Training Informal Learning Job Instruction Training Lectures Programmed Learning Audiovisual-Based Training Vestibule Training Teletraining and Videoconferencing Electronic Performance Support Systems (EPSS) Ing. Miloš Krejčí Computer-Based Training (CBT) Simulated Learning Internet-Based Training Learning Portals

15. On-the-Job Training / Coaching On-the-Job Training (OJT) Having a person learn a job by actually doing the job. Types of On-the-Job Training Coaching or understudy Job rotation Special assignments Advantages Inexpensive Learn by doing Immediate feedback Ing. Miloš Krejčí

16. Delivering Effective Lectures / Presentations Don’t start out on the wrong foot. Give your listeners signals. Be alert to your audience. Maintain eye contact with audience. Make sure everyone in the room can hear. Control your hands. Talk from notes rather than from a script. Break a long talk into a series of five-minute talks. Practice and rehearse your presentation. Ing. Miloš Krejčí

17. Programmed Learning Advantages Reduced training time Self-paced learning Immediate feedback Reduced risk of error for learner Ing. Miloš Krejčí Presenting questions, facts, or problems to the learner Allowing the person to respond Providing feedback on the accuracy of answers

18. Intelligent Tutoring Systems Advantages Reduced learning time Cost effectiveness Instructional consistency Types of Programmed Learning Interactive multimedia training Virtual reality training Virtual classroom Ing. Miloš Krejčí

19. Internet-Based Training Ing. Miloš Krejčí Teletraining and Videoconferencing Electronic Performance Support Systems (EPSS) Computer-Based Training E-learning and learning portals Distance Learning Methods

20. Lifelong / Career Learning Ing. Miloš Krejčí Provide employees with lifelong educational and learning opportunities Instituting skills and competencies development programs Employer Responses to Employee Learning Needs

21. Management Development Programs Ing. Miloš Krejčí Assessing the company’s strategic needs Developing the managers and future managers Long-Term Focus of Management Development Appraising managers’ current performance

1 Begin management development Review firm’s management skills inventory Steps in the Promotion Planning Process Anticipate management needs Create replacement charts 234 Promotion Planning Ing. Miloš Krejčí 22.

23. Management Development Techniques Ing. Miloš Krejčí Job rotation Coaching and understudy Managerial On-the-Job Training Action learning

University-related programs Management games Off-the-Job Management Training and Development Techniques The case study method Outside seminars Executive coaches Behavior modeling Role playing Corporate universities Other Management Training Techniques Ing. Miloš Krejčí

25. Evaluating the Training Effort Choosing Which Training Effects to Measure Reaction of trainees to the program Learning that actually took place Behavior that changed on the job Results achieved as a result of the training Ing. Miloš Krejčí

26. Effective Training How to delivere efective on the job COACHING and group TRAINING within the organization? Trainer Training Skills „Train the Trainer Course“ Ing. Miloš Krejčí

27. Training Ground Rules There is no such thing as a stupid question! - Respect each other - Listen - Keep an open mind - Contribute ( try out new methods) - Ask if something is not clear - Help each other - Everyone has the right to be heard uninterrupted - Take risks/make mistakes. This is not competitive - Be on time Ing. Miloš Krejčí

28. Concept of Training Teaching = Knowledge Training = Skills + Habits to make knowledge productive Balance - Training - Motivation Ing. Miloš Krejčí

29. How do adults learn the best? - Underrate - Dislike theory - Dislike risk (want safe environment) - Need reasons why (motivation) - Like informal training - Like real life situation Ing. Miloš Krejčí ‘Tell me and I will forget, show me and I may remember, but allow me to do and I will understand’

30. Concept of Training -Knowledge -Attitude -Skills - Habits Ing. Miloš Krejčí

31. Training Principles 1)Preview the job to be learned 2)Break down the job into teachable parts 3)Associate new ideas with old (already known) 4)Make first impression - good impression 5)Make strong impressions, use your creativity 6)Repeat impressions often 7)Make use of recent impressions 8)Recognize training results 9)Follow up an smooth out handling of the job 10)Rebuild parts into a complete unit Ing. Miloš Krejčí

32. Training Environment How can we create a favourable environment? - Do people always look forward to being trained? - Any concerns? - Expectations? Ing. Miloš Krejčí

33. Effective Feedback Providing… (next slide) Receiving feedback provider wants to help actively ask for feedback active listening (skill) thank them think about it… Ing. Miloš Krejčí

34. Providing Effective Feedback Content Describes how the person's skills were (or could be) used to achieve improved results. Focuses on the individual's abilities to both "Build the Business" and "Build the Organization." Includes honest, actionable feedback on both strengths and development opportunities. Structure = START - STOP – CONTINUE What should the individual START doing to be more effective? What should the individual STOP doing to be more effective? What should the individual CONTINUE doing to be more effective? Ing. Miloš Krejčí

35. Providing Effective Feedback Delivery = sandwich structure Stop Start Continue = Continue Start Stop Continue Ing. Miloš Krejčí

36. Training Expectations SMART Communicate the required standard of performance Training standards vs. absolute performance standards Setting training expectations Feedback Ing. Miloš Krejčí

37. Training / Learning Cycle The training cycle applies to every training situation Ing. Miloš Krejčí Explanation Demonstration Application Consolidation

38. Explanation 1) Training objective 2) What are the benefits to the trainee of effective/improved performance in this area? 3) What are the teachable parts of this training topic? 4) What do I expect from the trainee? What should he/she expects? 5) Answer trainees questions and get agreement to proceed. Plan for “explanation ”. Ing. Miloš Krejčí

39. Demonstration Trainer demonstrates: - Skills - Habits/ Attitude - Let trainee participate from the start - Expectations/skills use - Environment - Objectives - Planning Demonstration should exactly mirror the explanation Demonstration should be consistent over the daily job performance Ing. Miloš Krejčí

40. Demonstration Demo is successful, when …... ….. trainee can see demonstrated skill ….. trainee is able to use demonstrated skill ….. trainee is no.1 ….. „Business needs“ and problems are no. 2 Ing. Miloš Krejčí

41. Application Ing. Miloš Krejčí

42. Consolidation of Training / Coaching Action 1)Agree the training objectives 2) Get input from trainee 3) Discuss the training/ feedback - stop - start - continue 4) Reach agreement Ing. Miloš Krejčí

43. Key Terms Ing. Miloš Krejčí employee orientation Training task analysis competency model performance analysis on-the-job training (OJT) job instruction training (JIT) programmed learning electronic performance support systems (EPSS) virtual classroom lifelong learning management development job rotation action learning case study method role playing behavior modeling executive coach organizational development controlled experimentation Training cycle Providing / Receiving Feedback

44. LEARNING OUTCOMES 1.Summarize the purpose and process of employee orientation. 2.List and briefly explain each of the four steps in the training process (learning cycle). 3.Discuss how you would motivate trainees. 4.Describe and illustrate how you would identify training requirements. 5.Explain how to distinguish between problems you can fix with training and those you can’t. 6.Explain how to use five training techniques. Ing. Miloš Krejčí

45. LEARNING OUTCOMES 7.List and briefly discuss four management development programs. 8.List and briefly discuss the importance and techques of trainig / coaching. 9.Discuss how you would provide / receive feedback. Ing. Miloš Krejčí