1. Chapter 7 Training Copyright © 2015 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education.

2. 7-2 Key Features of Continuous Training Continuous Learning Knowledge Management Informal Learning Formal Training & Development Supports Business Strategy Focus on Performance

3. 7-3 Needs assessment E nsure readiness Create learning environment Ensure transfer Select methods Evaluate programs Feedback Training Process

4. Needs Assessment Process Who needs training? What is the content? In what do they need training? 7-4

5. 3 Factors to Choose Training Support- Manager and Peers 7-5

6. 5 Factors That Influence Employee Performance and Learning Person characteristics InputOutputConsequencesFeedback 7-6

7. 7-7 Factors That Influence Motivation to Learn Self- Efficacy Benefits or Consequences of Training Work Environment Basic Skills Awareness of Training Needs Goal Orientation Conscientiousness

8. Selecting Training Methods Presentation Methods Instructor-led classroom instruction Distance learning, teleconferencing & webcasting Audiovisual techniques Mobile technology Hands-on Methods On-the-job training, apprenticeships and internships Self-directed learning Simulations, avatars Business games and case studies Behavior modeling E-learning Social media Blended learning Learning management system (LMS) Group or Team Building Experiential programs Cross, coordination and team training Action and adventure learning 7-8

9. Determining Return on Investment (ROI) Cost-benefit analysis - process of determining a training program’s economic benefits using accounting methods. Determine costs Determine benefits Make the analysis 7-9

10. Cross-Cultural Preparation  Expatriate - is an employee sent by a company to manage operations in a different country.  Expatriates need to be: 1. Competent in their area of expertise. 2. Able to communicate verbally and nonverbally in host country. 3. Flexible, tolerant of ambiguity and sensitive to cultural differences. 4. Motivated to succeed, able to enjoy the challenge of working in other countries, and willing to learn about the host country’s culture, language and customs. 5. Supported by their families. 7-10

11. Summary Technological innovations, new product markets, and a diverse workforce have increased the need for companies to reexamine how their training practices contribute to learning. Training can contribute to effectiveness through establishing a link with the company’s strategic direction and demonstrating through cost–benefit analysis how training contributes to profitability. The key to successful training is choosing the most effective training method. Managing diversity and cross-cultural preparation are two training issues relevant to capitalize on a diverse workforce and global markets. 7-11