1PowerPoint Presentation by Charlie CookPowerPoint Presentation by Charlie CookThe University of West AlabamaThe University of West AlabamaManaging Human ResourcesManaging Human ResourcesBohlander Bohlander •• SnellSnell1414ththeditionedition© 2007 Thomson/South© 2007 Thomson/South--Western.Western.All rights reserved.All rights reserved.Training andTraining andDevelopmentDevelopment© 2007 Thomson/South-Western. All rights reserved. 7–2ObjectivesAfter studying this chapter, you should be able to:1. Discuss the systems approach to training and development.2. Describe the components of training-needs assessment.3. Identify the principles of learning and describe how they facilitate training.4. Identify the types of training methods used for managers and nonmanagers.5. Discuss the advantages and disadvantages of various evaluation criteria.6. Describe the special training programs that are currently popular.© 2007 Thomson/South-Western. All rights reserved. 7–3Training and Development and Other HRM FunctionsTraining may permit hiring Training may permit hiring lessless--qualified applicantsqualified applicantsSelectionSelectionEffective selection may Effective selection may reduce training needsreduce training needsTraining aids in the Training aids in the achievement of performanceachievement of performancePerformance Performance AppraisalAppraisalA basis for assessing A basis for assessing training needs and resultstraining needs and resultsTraining and development may Training and development may lead to higher paylead to higher payCompensation Compensation ManagementManagementA basis for determining A basis for determining employee’s rate of payemployee’s rate of payAvailability of training can aid Availability of training can aid in recruitmentin recruitmentRecruitmentRecruitmentProvide an additional Provide an additional source of traineessource of traineesTraining may include a role for Training may include a role for the unionthe unionLabor RelationsLabor RelationsUnion cooperation can Union cooperation can facilitate training effortsfacilitate training efforts© 2007 Thomson/South-Western. All rights reserved. 7–4The Scope of Training• Training  Effort initiated by an organization to foster learning among its members. Tends to be narrowly focused and oriented toward short-term performance concerns.• Development Effort that is oriented more toward broadening an individual’s skills for the future responsibilities.© 2007 Thomson/South-Western. All rights reserved. 7–5Figure 7Figure 7––1 1 Training Dollars Spent by Employee TypeTraining Dollars Spent by Employee TypeSource: Holly Dolezalek, “2004 Industry Report,” Training (October 2004): 28.© 2007 Thomson/South-Western. All rights reserved. 7–6The Systems Approach to Training and Development• Four Phases Needs assessment Program design Implementation Evaluation2© 2007 Thomson/South-Western. All rights reserved. 7–7Figure 7Figure 7––2 2 Systems Model of TrainingSystems Model of Training© 2007 Thomson/South-Western. All rights reserved. 7–8Phase 1: Conducting the Needs Assessment• Organization Analysis An examination of the environment, strategies, and resources of the organization to determine where training emphasis should be placed.• Task Analysis The process of determining what the content of a training program should be on the basis of a study of the tasks and duties involved in the job.• Person Analysis A determination of the specific individuals who need training.© 2007 Thomson/South-Western. All rights reserved. 7–9Needs Assessment for Training• Competency assessment Analysis of the sets of skills and knowledge needed for decision-oriented and knowledge-intensive jobs.•• ORGANIZATIONALORGANIZATIONALANALYSISANALYSISTASK ANALYSISTASK ANALYSIS•• PERSON ANALYSISPERSON ANALYSIS…of environment, strategies, and resources …of environment, strategies, and resources to determine where to emphasize trainingto determine where to emphasize training…of the activities to be performed in order to …of the activities to be performed in order to determine the KSAs needed.determine the KSAs needed.…of performance, knowledge, and skills in …of performance, knowledge, and skills in order to determine who needs training.order to determine who needs training.© 2007 Thomson/South-Western. All rights reserved. 7–10Figure 7Figure 7––3 3 Needs Assessment for TrainingNeeds Assessment for Training© 2007 Thomson/South-Western. All rights reserved. 7–11Highlights in HRM 1 Notes on Rapid Needs AssessmentNOTE 1: Look at the problem scope.NOTE 2: Do organizational scanning. NOTE 3: Play “give and take.”NOTE 4: Check “lost and found.”NOTE 5: Use plain talk.NOTE 6: Use the Web.NOTE 7: Use rapid prototyping.NOTE 8: Seek out exemplars.Source: Condensed from Ron Zemke, “How to Do a Needs Assessment When You Think You Don’t Have Time,” Training 35, no. 3 (March 1998): 38–44. Reprinted with permission from the March 1998 issue of Training Magazine. Copyright 1998. Bill Communications, Inc., Minneapolis, MN. All rights reserved. Not for resale.© 2007 Thomson/South-Western. All rights reserved. 7–12Phase 2: Designing the Training ProgramCharacteristics of successful trainersCharacteristics of successful trainersTrainee readiness and motivationTrainee readiness and motivationIssues in training designIssues in training designInstructional objectivesInstructional objectivesPrinciples of learningPrinciples of learning3© 2007 Thomson/South-Western. All rights reserved. 7–13Phase 2: Designing the Training Program• Instructional Objectives Represent the desired outcomes of a training program Performance-centered objectives Provide a basis for choosing methods and materials and for selecting the means for assessing whether the instruction will be successful.© 2007 Thomson/South-Western. All rights reserved. 7–14Trainee Readiness and Motivation• Strategies for Creating a Motivated Training Environment: Use positive reinforcement. Eliminate threats and punishment. Be flexible. Have participants set personal goals. Design interesting instruction. Break down physical and psychological obstacles to learning.© 2007 Thomson/South-Western. All rights reserved. 7–15Figure 7Figure 7––4 4 Principles of LearningPrinciples of Learning© 2007 Thomson/South-Western. All rights reserved.