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OSU BA 453 - Training the Workforce

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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 ObjectivesRecognize the difference between Recognize the difference between training and developmenttraining and developmentUnderstand the Training ProcessUnderstand the Training ProcessDetermine 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 circumstancesRecognize the characteristics that Recognize the characteristics that make training programs successfulmake training programs successfulDesign job aids as complements or Design job aids as complements or alternatives to trainingalternatives to trainingUnderstand how to socialize new Understand how to socialize new employees effectivelyemployees effectivelyReview Key TermsCross-functional TrainingDevelopment job aidsRealistic Job Preview TrainingVirtual Reality1-3Key Training IssuesKey Training IssuesHow 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. DevelopmentTrainingTrainingThe 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 JobIndividual EmployeesIndividual EmployeesImmediateImmediateFix current skill deficitFix current skill deficitMay be seen as negativeMay be seen as negativeDevelopmentDevelopment 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 futureCurrent and future jobCurrent and future jobWork group and Work group and organizationorganizationLong term Long term Prepare for future work Prepare for future work demandsdemands1-5Challenges in TrainingChallenges in TrainingIs 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 ProcessPhase 1 - Needs Assessment Phase 1 - Needs Assessment Clarifying the objectives of trainingClarifying the objectives of trainingOrganizationalOrganizationalTaskTaskPersonPersonPhase 2 - Training and Conduct Phase 2 - Training and Conduct Direct response to an organizational problem or needApproaches vary by location, presentation, and typePhase 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 situationThe difference the "gap" between the current and the necessary will identify our needs, purposes, and objectives. Problems or deficitsImpending changeOpportunities StrengthsNew directionsMandated 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 mandatesExecutive pressurePopulation 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 changestrategic planningorganization restructuringperformance management effective team building1-11Managing the Training ProcessManaging the Training Process Phase 2 -Phase 2 - The Training and Conduct PhaseThe Training and Conduct PhaseThe training program that results from assessment should be a direct response to an organizational problem or need. Approaches vary by LocationPresentationType1-12Managing the Training ProcessManaging the Training Process Phase 2 -Phase 2 - The Training and Conduct PhaseThe Training and Conduct PhaseLocation Options – OJTLocation Options – OJTJob rotationJob rotationMoving a trainee from department to


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