CHAPTER 8Chapter ObjectivesKey Training IssuesTraining vs. DevelopmentChallenges in TrainingManaging the Training ProcessManaging the Training Process Phase 1 - Needs AssessmentSlide 8Slide 9Slide 10Managing the Training Process Phase 2 - The Training and Conduct PhaseManaging the Training Process Phase 2 - The Training and Conduct PhaseSlide 13Slide 14Slide 15Slide 16Managing the Training Process Phase 3 - The Evaluation PhaseManaging the Training Process Phase 3 The Evaluation Phase – Kirkpatrick ModelSlide 19Orienting EmployeesSlide 21CHAPTER 9Chapter ObjectivesTerm(s)Challenges in Career DevelopmentSlide 26Slide 27Slide 28Career DevelopmentCareer Development The Assessment PhaseSlide 31Career Development The Direction PhaseCareer Development The Development PhaseCareer Development Innovative Corporate Career Development InitiativesCareer Self-AssessmentGuidelines for Today’s LeadersSelf-Development: Development SuggestionsSelf-Development: Advancement Suggestions1-1CHAPTER 8 CHAPTER 8 Training the WorkforceTraining the Workforce1-2Chapter ObjectivesChapter ObjectivesRecognize the difference between Recognize the difference between training and developmenttraining and developmentUnderstand the Training ProcessUnderstand the Training ProcessDetermine when employees need Determine when employees need training and the best type of training training and the best type of training given a company’s circumstancesgiven a company’s circumstancesRecognize the characteristics that Recognize the characteristics that make training programs successfulmake training programs successfulDesign job aids as complements or Design job aids as complements or alternatives to trainingalternatives to trainingUnderstand how to socialize new Understand how to socialize new employees effectivelyemployees effectivelyReview Key TermsCross-functional TrainingDevelopment job aidsRealistic Job Preview TrainingVirtual Reality1-3Key Training IssuesKey Training IssuesHow can training keep pace with a changing How can training keep pace with a changing organizational environment?organizational environment?Should training take place in a classroom setting Should training take place in a classroom setting or on the job?or on the job?How can training be effectively delivered How can training be effectively delivered worldwide?worldwide?How can training be delivered so that trainees are How can training be delivered so that trainees are motivated to learnmotivated to learn1-4Training vs. DevelopmentTraining vs. DevelopmentTrainingTrainingThe process of providing The process of providing employees with specific employees with specific skills or helping them skills or helping them correct deficiencies in their correct deficiencies in their performance.performance.Current JobCurrent JobIndividual EmployeesIndividual EmployeesImmediateImmediateFix current skill deficitFix current skill deficitMay be seen as negativeMay be seen as negativeDevelopmentDevelopment An effort to provide An effort to provide employees with the employees with the abilities the organization abilities the organization will need in the futurewill need in the futureCurrent and future jobCurrent and future jobWork group and Work group and organizationorganizationLong term Long term Prepare for future work Prepare for future work demandsdemands1-5Challenges in TrainingChallenges in TrainingIs training the solution to the problem?Are the goals of training clear and realistic?Is training a good investment?Will the training work?1-6Managing the Training ProcessManaging the Training ProcessPhase 1 - Needs Assessment Phase 1 - Needs Assessment Clarifying the objectives of trainingClarifying the objectives of trainingOrganizationalOrganizationalTaskTaskPersonPersonPhase 2 - Training and Conduct Phase 2 - Training and Conduct Direct response to an organizational problem or needApproaches vary by location, presentation, and typePhase 3 - Evaluation Phase 3 - Evaluation Effectiveness of the training is assessed1-7Managing the Training ProcessManaging the Training Process Phase 1 - Needs Assessment Phase 1 - Needs Assessment Four Steps to Conducting a Needs Assessments:Step 1. Perform a "Gap" Analysis. Current situation (SKA) vs. Desired or necessary situationThe difference the "gap" between the current and the necessary will identify our needs, purposes, and objectives. Problems or deficitsImpending changeOpportunities StrengthsNew directionsMandated training1-8Managing the Training ProcessManaging the Training Process Phase 1 - Needs Assessment Phase 1 - Needs Assessment Four Steps to Conducting a Needs Assessments:Step 2. Identify Priorities and Importance.Examine each in view of their importance to your organizational goals, realities, and constraints Cost-effectiveness Legal mandatesExecutive pressurePopulation Customers1-9Managing the Training ProcessManaging the Training Process Phase 1 - Needs Assessment Phase 1 - Needs Assessment Four Steps to Conducting a Needs Assessments:Step 3. Identify Causes Of Performance Problems and/or Opportunities. Are our people doing their jobs effectively? Do they know how to do their jobs?1-10Managing the Training ProcessManaging the Training Process Phase 1 - Needs Assessment Phase 1 - Needs Assessment Four Steps to Conducting a Needs Assessments:Step 4. Identify Possible Solutions and Growth Opportunities. Training may be the solution, IF there is a knowledge problem. Organization Development Activities may provide solutions when the problem is not based on a lack of knowledge and is primarily associated with systematic changestrategic planningorganization restructuringperformance management effective team building1-11Managing the Training ProcessManaging the Training Process Phase 2 -Phase 2 - The Training and Conduct PhaseThe Training and Conduct PhaseThe training program that results from assessment should be a direct response to an organizational problem or need. Approaches vary by LocationPresentationType1-12Managing the Training ProcessManaging the Training Process Phase 2 -Phase 2 - The Training and Conduct PhaseThe Training and Conduct PhaseLocation Options – OJTLocation Options – OJTJob rotationJob rotationMoving a trainee from department to
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