Unit 6 Training and Development - 广东外语外贸大学.ppt
Chapter 8 Training and Development1.Objectives and Goals2.Theories and Principles of Training.3.Orientation4.Process of Training and Development5.Modes and Techniques of Training Training and Developing EmployeesBehavioral ObjectivesBehavioral ObjectivesAfter After studying studying this this chapter,chapter,you you should should be be able able to:to:DescribeDescribe the basic training process.the basic training process.ExplainExplain the the nature nature of of at at least least five five training training techniques.techniques.DiscussDiscuss what what management management development development is is and and why its important.why its important.DescribeDescribe the the five five on-and on-and off-the-job off-the-job development techniques.development techniques.ExplainExplain why why training training evaluation evaluation is is important important and and how it is best accomplished.how it is best accomplished.Chapter OutlineOrienting EmployeesThe Training ProcessTraining techniquesTraining for Special PurposesManagerial Development and Training Techniques.Evaluating the Training EffortKey words employee orientationA procedure for providing new employees with basic back-ground information about the firm.training The process of teaching new employees the basic skills they need to perform their jobs.Key words task analysis A detailed study of a job to identify the skills required so that an appropriate training program may be instituted.performance analysisVerifying that there is a performance deficiency and determining whether that deficiency should be rectified through training or through some other means(such as transferring the employee).Key words on-the-job training(OJT)Training a person to learn a job while working at it.job instruction training(JIT)Listing of each jobs basic tasks,along with key points in order to provide step-by-step training for employees.Key words programmed learningprogrammed learningA A systematic systematic method method for for teaching teaching job job skills skills involving involving presenting presenting questions questions or or facts,facts,allowing allowing the the person person to to respond,respond,and and giving giving the the learner learner immediate immediate feedback feedback on on the the accuracy accuracy of of his his or or her her answers.answers.vestibule or simulated trainingvestibule or simulated trainingTraining Training employees employees on on special special off-the-job off-the-job equipment,equipment,as as in in airplane airplane pilot pilot training,training,whereby whereby training costs and hazards can be reduced.training costs and hazards can be reduced.Key words management developmentAny attempt to improve current or future management performance by imparting knowledge,changing attitudes,or increasing skills.succession planningA process through which senior-level openings are planned for and eventually filled.Key words job rotationA management training technique that involves moving a trainee from department to department to broaden his or her experience and identify strong and weak points.action learningA training technique by which management trainees are allowed to work full time analyzing and solving problems in other departments.Key words case study methodA development method in which the manager is presented with a written description of an organizational problem to diagnose and solve.management gameA development technique in which teams of managers compete with one another by making computerized decisions regarding realistic but simulated companies.Key words role playing role playing A A training training technique technique in in which which trainees trainees act act out out the the parts of people in a realistic management situation.parts of people in a realistic management situation.behavior modeling behavior modeling A A training training technique technique in in which which trainees trainees are are first first shown shown good good management management techniques techniques in in a a film,film,are are then then asked asked to to play play roles roles in in a a simulated simulated situation,situation,and and are are then then given given feedback feedback and and praise praise by by their their supervisor.supervisor.Key words in-house development centersA company-based method for exposing prospective managers to realistic exercises to develop improved management skills.controlled experimentationFormal methods for testing the effectiveness of a training program,preferably with before-and-after tests and a control group.1.Objectives and Goals(1)Definition(2)Goals and Objectives(3)Relation with other HRM activities(1)DefinitionTraining and development are planned efforts to facilitate the learning ob job-related behavior on the part of the employees.(2)Goals and Objectives(1)Goals of training and developmentThe goal of training and development is to enhance employee quality and motivation so as to improve productivity and meet future needs of the organization.(2)Objectives of training and development:A.Meet organization needs.B.Meet individual needs.C.Improve productivity satisfaction.(3)Relation with other HRM activitiesA.Task analysis:the basis for developing training programs,strategies and materials.B.HR planning:guidelines for training and development programs.C.Performance appraisals:identifying training needs.D.Organization development:identifying training needs.2.Theories and Principles of Training(1)Reinforcement theory(2)Goal-setting theory(3)Expectancy theory(4)Application of the theories(5)Basic principles of learning(1)Reinforcement theory(Skinner,B.F.)A.The frequency of behavior is influenced by its consequences.B.Three major types of consequences:Positive reinforcement:reward desirable behavior.Negative reinforcement:withhold punishments to force the adoption of desirable behavior.Punishment:punish undesirable behavior.(2)Goal-setting theory(Locke,E.A)A.Ones conscious goals or intentions regulate his/her behavior.B.Three important implications for motivating trainees:The learning objective should be conveyed clearly to the trainees.Training goals should be difficult enough to challenge the trainees and satisfy their needs.The final goal should be supplemented with periodic sub-goals during training.(3)Expectancy theoryA.A.One will be motivated to chose a behavior One will be motivated to chose a behavior alternative that is most likely to have favorable alternative that is most likely to have favorable consequences.consequences.B.B.Key concepts:Key concepts:Outcome:the result of a certain behavior.Outcome:the result of a certain behavior.Valence:perceived value of the outcome.Valence:perceived value of the outcome.E(effort)P(performance)expectancy:the E(effort)P(performance)expectancy:the amount of effort for a certain level of performance.amount of effort for a certain level of performance.P(performance)O(outcome)expectancy:the P(performance)O(outcome)expectancy:the probability that improved performance will lead to probability that improved performance will lead to desirable outcome.desirable outcome.(4)Application of the theoriesA.Schedule reinforcement in training:Continuous reinforcement.Intermittent reinforcement.B.Set clear and challenging goals in training.C.Tie desirable rewards to training outcome for each individual.(5)Basic principles of learningA.The principle of reinforcement:continuous and repetitive practice ensures the retention of knowledge and skills.B.The principle of behavior modeling:set models for the trainees to follow.C.The principle of feedback:timely and adequate feedback motivates the trainees.D.The principle of learning transfer:those that can be transferred to work are most likely to be retained.Orientation(1)What is orientation?What is orientation?Orientation is to help the new employees know the Orientation is to help the new employees know the organization and their jobs.organization and their jobs.(2)Content of orientation:(2)Content of orientation:A.Socialization:to help the new employees know Socialization:to help the new employees know their colleagues and supervisors.their colleagues and supervisors.B.Organization:to help the new employees to Organization:to help the new employees to know the organization structure and know the organization structure and regulations.regulations.C.Job:to help the new employees know the Job:to help the new employees know the tasks,duties and desirable behavior of their tasks,duties and desirable behavior of their jobs.jobs.4.Process of Training and Development(1)Training needs analysis(2)Instructional design(3)Validation(4)Implementation(5)Evaluation and follow-up(1)Training needs analysisA.Organization analysis:identify training needs of the organization according to its long-term goals-set the training goals.B.Job analysis:identify training needs according to job descriptions and specificationsspecify skills/knowledge/behavior to be trained.C.People analysis:identify people that need training and their trainability-identify potential trainees.(2)Instructional designA.Set training goals.B.Determine what to train.C.Identify trainees.D.Choose training materials.E.Determine training modes and methods.F.Select trainers.G.Schedule training.H.Develop training budget.(3)ValidationA.Validate the training program before implementation.Pilot study:conduct the program with a small number of trainees to test its effect.Consultation:consult the trainees and their supervisors on the appropriateness of the program.B.Make revision of the training programs before implementation.(4)ImplementationA.Obtain continuous support from line-management to the training program.B.Appoint manager of the training program.C.Develop managing guidelines for the program.D.Provide logistic supports.E.Conduct concurrent evaluation of the program.(5)Evaluation and follow-upA.Types of evaluation:Concurrent evaluation:evaluate training effects during training.Immediate evaluation:evaluate training effects at the end of the training.Follow-up evaluation:evaluate training effect by evaluating trainee performance over time.C.Forms of evaluationWritten tests:Check learning results of knowledge.Simulation:check learning results of skills.Interviews:check training effects by talking to the trainees and their supervisors.Questionnaire:check effectiveness of instruction materials,trainer and training methods.Performance appraisal:check learning transfer and training effectiveness on job.5.Modes and Techniques of Training(1)Training modesA.On-job trainingB.Off-job training(2)Training techniques
