1. (c) 2007 by Prentice Hall8-1 Training the Workforce Chapter 8

2. (c) 2007 by Prentice Hall8-2 Determine when employees need training and the best type of training given a company’s circumstancesDetermine when employees need training and the best type of training given a company’s circumstances Recognize the characteristics that make training programs successfulRecognize the characteristics that make training programs successful Weigh the costs and benefits of a computer- based training programWeigh the costs and benefits of a computer- based training program Design job aids as complements or alternatives to trainingDesign job aids as complements or alternatives to training Understand how to socialize new employees effectivelyUnderstand how to socialize new employees effectively Chapter 8 Overview

3. (c) 2007 by Prentice Hall8-3 How can training keep pace with a changing organizational environment?How can training keep pace with a changing organizational environment? Should training take place in a classroom setting or on the job?Should training take place in a classroom setting or on the job? How can training be effectively delivered worldwide?How can training be effectively delivered worldwide? How can training be delivered so that trainees are motivated to learn?How can training be delivered so that trainees are motivated to learn? Key Training Issues

4. (c) 2007 by Prentice Hall8-4 Training – The process of providing employees with specific skills or helping them correct deficiencies in their performance.Training – The process of providing employees with specific skills or helping them correct deficiencies in their performance. Development – An effort to provide employees with the abilities the organization will need in the future.Development – An effort to provide employees with the abilities the organization will need in the future. Training vs. Development

5. (c) 2007 by Prentice Hall8-5 Is training the solution to the problem? Are the goals of training clear and realistic? Is training a good investment? Will the training work? Challenges in Training

6. (c) 2007 by Prentice Hall8-6 Steps to maximize chances that lessons transfer back to the workplace –Be a teacher –Assign yourself homework –Develop your own job aids –Get a training partner –Ask for help Customer-Driven HR – Transfer Training: Moving from Learning to Doing

7. (c) 2007 by Prentice Hall8-7 The assessment phaseThe assessment phase Clarifying the objectives of trainingClarifying the objectives of training The training and conduct phaseThe training and conduct phase The evaluation phaseThe evaluation phase Legal issues and trainingLegal issues and training Managing the Training Process

8. (c) 2007 by Prentice Hall8-8 The Training Process

9. (c) 2007 by Prentice Hall8-9 The Training and Conduct Phase Location Options – OJTLocation Options – OJT –Job rotation –Apprenticeships –Internships Managing the Training Process

10. (c) 2007 by Prentice Hall8-10 Managing the Training Process The Training and Conduct Phase: Presentation Options Slides and VideotapesSlides and Videotapes TeletrainingTeletraining ComputersComputers SimulationsSimulations Virtual RealityVirtual Reality Classroom Instruction and Role-playsClassroom Instruction and Role-plays

11. (c) 2007 by Prentice Hall8-11 Managing the Training Process The Training and Conduct Phase:The Training and Conduct Phase: Types of TrainingTypes of Training Skills Training – job aidsSkills Training – job aids RetrainingRetraining Cross-functional TrainingCross-functional Training Team TrainingTeam Training

12. (c) 2007 by Prentice Hall8-12 Managing the Training Process Creativity Training – brainstormingCreativity Training – brainstorming Literacy TrainingLiteracy Training Diversity TrainingDiversity Training Crisis TrainingCrisis Training Customer Service TrainingCustomer Service Training The Training and Conduct Phase:The Training and Conduct Phase: Types of Training - continuedTypes of Training - continued

13. (c) 2007 by Prentice Hall8-13 Sources of Customer Dissatisfaction with IBM Telephone Services – Skills Training

14. (c) 2007 by Prentice Hall8-14 Steps to Skill Improvement at IBM

15. (c) 2007 by Prentice Hall8-15 Brainstorming

16. (c) 2007 by Prentice Hall8-16 Is it worth it? – The ROI of trainingIs it worth it? – The ROI of training ROI is calculated using this formula: ROI = (Training Benefits – Training Costs)/(Training Costs) x 100 = (Net Training Benefits)/(Training Costs) x 100 = (Net Training Benefits)/(Training Costs) x 100 The Evaluation Phase

17. (c) 2007 by Prentice Hall8-17 Plan aheadPlan ahead Determine what you will measureDetermine what you will measure Design how the effectiveness of training will be assessedDesign how the effectiveness of training will be assessed Convert nonmonetary measures to dollar termsConvert nonmonetary measures to dollar terms Some Suggestions Regarding ROI of Training

18. (c) 2007 by Prentice Hall8-18 Legal Issues in Training The major requirement here is that employees must have access to training and development programs in a nondiscriminatory fashionThe major requirement here is that employees must have access to training and development programs in a nondiscriminatory fashion The Evaluation Phase

19. (c) 2007 by Prentice Hall8-19 Steps to create a positive orientation experience – orientation and socializationSteps to create a positive orientation experience – orientation and socialization 1.Give a call 2.Let them know the rules 3.Explain who’s who 4.Do it with class 5.Do the tour 6.Help them hit the ground running 7.Make it fun Building New Workers’ Confidence

20. (c) 2007 by Prentice Hall8-20 Training vs. DevelopmentTraining vs. Development Challenges in TrainingChallenges in Training Managing the Training ProcessManaging the Training Process A Special Case: Employee Orientation and SocializationA Special Case: Employee Orientation and Socialization Summary and Conclusions