BUSMHR 3200 Notes Part 2Dessler-Chapter 6- The training processo Training is the method employers use to give new or present employees the skills they need to perform their jobso The task is to identify the employee behaviors the firm will require to execute its strategy, and from that deduce what competencies employees will needo The next step is to put in place training goals and programs to instill these competencies- Addie five-step training processo 1. Analyzing the Training Needs Task Analysis : a detailed study of the job to determine what specific skills is required.- Skills are the best assessment for determining the training required- The employer then designs a training program to eliminate the skills gap Performance Analysis : verifying that there is a performance deficiency and determining whether that deficiency should be rectified through training or through some other means- Analytical Tools:o Supervisors, peer, self-, and 360-degree performance reviewso Job-related performance datao Observation by supervisors or other specialistso Interviews with the employee or his or her supervisoro Tests of things like job knowledge, skills, and attendanceo Attitude surveyso Assessment centers Talent Management : using the same set or list of competencies for recruiting employees as for selecting, training, appraising, and paying them- Competency Model : consolidates, usually in one diagram, a precise summary of the competencies someone would need to do the job wello the employer would use resulting profile to formulate training objectiveso 2. Design the overall training program Planning the overall training program, including training objectives, delivery methods, and program evaluation Setting Learning Objectives- Should address rectifying the performance deficiencies that you identified with needs analysis Creating a motivational learning environment - Learning requires both ability and motivation Ask these questions before design:- What organizational need will the requested training address?- What issues are driving the training request?- Is training the solution?- How will trainees’ performance improve due to training- What can the organization expect as a return on its investment?o 3. Develop the course Program development means actually assembling/creating the program’s training materialso 4. Implement Training Behavior Modeling;- Showing trainees the right (or model) way of doing something, letting each person practice the right way to do it, and providing feedback regarding performance- 1.Modeling- 2. Role Playing- 3. Social Reinforcement- 4. Transfer of training Vestibule Training- A technique in which trainees learn on the actual or simulated equipment they will use on the job but receive their training off the job- Necessary when on-the-job training is too costly or dangerouso 5. Evaluate the course’s effectiveness- Cross trainingo Training employees to do different tasks or jobs than their owno Facilitates flexibility and job rotation, as when you expect team members to occasionallyshare jobs- Management developmento any attempt to improve managerial performance by imparting knowledge, changing attitudes, or increasing skillsManagerial on-the-job training- Job Rotation: moving management trainees from department to department to broaden their understanding of all parts of the businesso The trainee may spend several months in each departmento This helps the trainee to not only broaden his or her experience but also discover the job he prefers- Coaching/Understudy Method: the new manager receives ongoing advice, often from the person he or she is to replace- In-house development centerso also called “universities”o usually combine classroom learning with other techniques such as assessment centers and online learning to help develop employees and other managersDessler-Chapter 6:- Performance Appraisal and Managemento Evaluating an employee’s current and/or past performance relative to his or her performance standardso Assume that performance standards have been set and that the employee gets feedback to help eliminate performance deficiencies or to continue to perform above par- Performance Appraisal Processo 1. Setting work standardso 2. Assessing the employee’s actual performance relative to those standardso 3. Providing feedback to the employee with the aim of helping him or her to eliminate performance deficiencies or to continue to perform above par- SMART goal setting:o Effective goals are considered to be: Specific: clearly state the desired results Measurable Attainable Relevant: clearly derive from what the manager and company want to achieve Timely: reflect deadlineso Insight into setting motivational goals: 1. Assign specific goals 2. Assign measurable goals 3. Assign challenging, but doable goals 4. Encourage participation- Different sources used to rate an employee’s appraisalo Peer Appraisalso Rating committees: usually composed of the employee’s immediate supervisor and three or four other supervisorso Self-Ratings: employees usually rate themselves higher than supervisors doo Appraisal by subordinates: also called upward feedback can help top managers understand their subordinate’s’ management styles, identify potential people problems, and take corrective action with individual managerso 360-degree feedback: the employer collects performance information from the employee’s supervisors, subordinates, peers, and internal or external customers- Graphic Ratings Scale Methodo Lists a number of traits and a range of performance for each.o The supervisor rates each subordinate by circling or checking the score that best describes the subordinate’s performance for each trait and then totals the scores for all traits- Alternation Ranking Methodo Ranking employees from best to worst on a trait or traits o Done because it is usually easier to distinguish between the worst and best employees than to rank themo A form is used to indicate the employee who is highest and lowest, alternating between highest and lowest until you’ve addressed all employees to be rated- Paired Comparison Methodo Every subordinate to be rated is paired with and compared to every other subordinate on each traito There is a chart that shows all possible pairs of employees for each trait. Then, the supervisor indicates who is the better employee of the pair and the number of times an
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