2. Chapter 5
Training
Discuss how training can contribute to companies’ business strategy.
Explain the role of the manager in identifying training needs and supporting training on the job.
Conduct a needs analysis.
Evaluate employees’ readiness for training.
Discuss the strengths and weaknesses of presentation, hands-on, and group training methods.

3. 5 Training Explain the potential advantages of e-learning training.
Chapter 5
Training
Explain the potential advantages of e-learning training.
Design a training session to maximize learning.
Choose an appropriate evaluation design based on training objectives and analysis of constraints.
Design a cross-cultural preparation program.
Develop a program for effectively managing diversity.

4. Training can...
Increase employees’ knowledge of foreign competitors and cultures.
Help ensure that employees have the basic skills to work with new technology,
Help employees understand how to work effectively in teams to contribute to product and service quality.
Ensure that the company’s culture emphasizes innovation, creativity, and learning.
Ensure employment security by providing new ways for employees to contribute to the company when their jobs change, their interests change, or their skills become obsolete.
Prepare employees to accept and work more effectively with each other, particularly with minorities and women.
McGraw-Hill/Irwin
© 2006 The McGraw-Hill Companies, Inc. All rights reserved.

5. Training
Training is a planned effort by a company to facilitate the learning of employees.
High-leverage training:
is linked to strategic business goals and objectives,
is supported by top management,
relies on an instructional design model, and
is compared or benchmarked to programs in other organizations.
Continuous learning requires employees to understand the relationship between their jobs, their work units, and the company and to be familiar with company business goals.
McGraw-Hill/Irwin
© 2006 The McGraw-Hill Companies, Inc. All rights reserved.

6. Designing Effective Training Activities
The Training Process
1. Needs Assessment
Organizational Analysis
Person Analysis
Task Analysis
2. Ensuring Employees’ readiness for Training
Attitudes and Motivation
Basic Skills
3. Creating a Learning Environment
Identification of learning objectives and training outcomes
Meaningful material
Practice
Feedback
Observation of others
Administering and coordinating program
McGraw-Hill/Irwin
© 2006 The McGraw-Hill Companies, Inc. All rights reserved.

7. Designing Effective Training Activities (cont.)
The Training Process
4. Ensuring Transfer of Training
Self-management strategies
Peer and manager support
5. Selecting Training Methods
Presentational Methods
Hands-on Methods
Group Methods
6. Evaluating Training Programs
Identification of training outcomes and evaluation design.
Cost-benefit analysis
McGraw-Hill/Irwin
© 2006 The McGraw-Hill Companies, Inc. All rights reserved.

8. Organizational Analysis
Needs Analysis
Organizational Analysis
Person Analysis
Task Analysis
McGraw-Hill/Irwin
© 2006 The McGraw-Hill Companies, Inc. All rights reserved.

9. Training Methods Presentation Methods Hands-on Methods Group methods
Instructor-led classroom format
Distance learning
Audiovisual techniques
Hands-on Methods
On-the-job training
Simulations
Business games and case studies
Behavior modeling
Interactive video
Web-based training
Group methods
McGraw-Hill/Irwin
© 2006 The McGraw-Hill Companies, Inc. All rights reserved.

10. Outcomes Used in Evaluating Training Programs
Cognitive Outcomes
Skill-based Outcomes
Affective Outcomes
Results
Return on Investment
WHAT IS MEASURED
Acquisition of
Knowledge
Behavior
Skills
Motivation
Reaction to Program
Attitudes
Company Payoff
Economic value of
Training
HOW MEASURED
Pencil and paper tests
Work sample
Observation
Ratings
Interviews
Focus groups
Attitude surveys
Data from information system
or performance records
Identification and comparison
of costs and benefits of the
program
McGraw-Hill/Irwin
© 2006 The McGraw-Hill Companies, Inc. All rights reserved.

11. The End