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

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

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?

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?

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)

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

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

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

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

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

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”

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

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?

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: http://www.mba.athabasca.ca/

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?

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

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

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?

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