1. Human Resource Management: Gaining a Competitive Advantage Chapter 07 Training Copyright © 2013 by The McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill/Irwin

2. Continuous & High-Leverage Training Training facilitates employees’ learning job-related knowledge, skills and behavior. Continuous learning requires employees to understand the entire work process, acquire and apply new skills and share what they have learned with others. High-leverage training is:  linked to strategic business goals and objectives,  supported by top management,  relies on an instructional design model, and  benchmarked to programs in other organizations. 7-2

3. Formal and Informal Training Training Formal training is instructor led and on-line programs, courses and events developed and organized by the company. Informal training is learner initiated, involves action and doing, is motivated by an intent to develop and does not occur in a formal learning setting. 7-3

4. Key Features of Continuous Training Continuous Training Knowledge Management Informal Learning Formal Training & Development Supports Business Strategy Focus on Performance 7-4

5. Strategic Learning & Development Process Business Strategy Strategic Learning & Development Initiatives Learning Activities Metrics 7-5

6. The Training Process 1.Needs Assessment 2.Ensure Employees’Readiness 3.Create a Learning Environment 4.Ensure Transfer of Training 5.Select Training Methods 6. Evaluate Training Programs 7-6

7. Needs Assessment Process 7-7

8. 5 Factors that Influence Employee Performance and Learning Person characteristics InputOutputConsequencesFeedback 7-8

9. Task Analysis Identify jobs Develop task list Identify knowledge, skills and abilities, etc. Validate tasks 7-9

10. Factors that Influence Motivation to Learn Self- Efficacy Benefits or Consequences of Training Work Environment Basic Skills Awareness of Training Needs Goal Orientation Conscientiousness 7-10

11. Ensure Employee Motivation for Learning Motivation to learn – trainee’s desire to learn the training program’s content. Self-efficacy- employees' belief that they can successfully learn the training program’s content. 7-11

12. 7 Conditions for Learning 1. Need to know why they should learn. 2. Meaningful training content. 3. Opportunities to practice or social network interaction. 4. Feedback. 5. Observe, experience and interact with others. 6. Good program coordination and administration 7. Commit training content to memory 7-12

13. Transfer of Training 7-13

14. Selecting Training Methods  Presentation Methods  Instructor-led classroom instruction  Distance learning, teleconferencing & webcasting  Audiovisual techniques  Mobile technologies  Hands-on Methods  On-the-job training  Self-directed learning  Simulations  Business games and case studies  Behavior modeling  Interactive video  E-learning 7-14

15. Determine 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 7-15

16. 3 Phases of Cross-Cultural Preparation Inclusion 7-16

17. Managing Diversity and Inclusion  Managing Diversity- process of creating an environment that allows all employees to contribute to organizational goals and experience personal growth.  2 Types of Diversity Training: 1. Attitude awareness and change programs 2. Behavior based programs  2 Goals of Diversity Training and Inclusion: 1. Eliminate values, stereotypes, and managerial practices that inhibit employees’ personal development 2. Allow employees to contribute to organizational goals regardless of their race, sexual orientation, gender, family status, religious orientation, or cultural background. 7-17

18. Managing Diversity Programs Top Management & Employee Support Recruit & Hire Fair Treatment Hold Managers Accountable Identify & Develop Talent Improve Relationships with External Stakeholders 7-18

19. 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.  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. 7-19