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Training

This document provides an overview of training and development. It discusses key topics including defining training and development, common trends in the field like increasing skill requirements, and changing delivery methods with new technologies. Various training methods are also outlined such as coaching, mentoring, and computer-based training. The document also covers determining training needs, setting objectives, and evaluating the impact of human resource development programs.

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NataliaMartian
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272 views

Training

This document provides an overview of training and development. It discusses key topics including defining training and development, common trends in the field like increasing skill requirements, and changing delivery methods with new technologies. Various training methods are also outlined such as coaching, mentoring, and computer-based training. The document also covers determining training needs, setting objectives, and evaluating the impact of human resource development programs.

Uploaded by

NataliaMartian
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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TRAINING AND

DEVELOPMENT
TRAINING AND DEVELOPMENT:
DEFINITION AND SCOPE

a Training & Development (T&D)


a Training
a Development
a Learning Organizations
TRAINING AND DEVELOPMENT TRENDS

a Skill Requirements Will Continue to Increase


a Workforce Will Become Significantly Better
Educated & More Diverse
a Corporate Restructuring Reshapes Businesses
a Training Departments Will Shrink
a Technology Will Revolutionize Certain
Training Delivery Methods
TRAINING AND DEVELOPMENT TRENDS
(CONTINUED)

a Departments Will Change


a More Flexible Courses Aimed Specifically at
Performance Improvement
a Integrated High-performance Work Systems
Will Proliferate
a More Firms Will Strive to Become Learning
Organizations The Role of Training
a Emphasis on Human Performance
Management Will Accelerate
THE TRAINING & DEVELOPMENT
PROCESS

6   
   

    


    

   "  
  
 
 
    !  

 

!  
ORGANIZATION CHANGE AND TRAINING
AND DEVELOPMENT

a Change Involves Moving From One Condition


to Another
a It Affects Individuals, Groups, & Entire
Organizations
a All Organizations Experience Some Change
a Change Rate is Accelerating
a Those Involved with T&D Must Understand
the Difficulties Associated with Change & the
Ways to Reduce Resistance to Change
DETERMINING TRAINING AND
DEVELOPMENT NEEDS

a Organization Analysis
a Task Analysis
a Person Analysis
ESTABLISHING TRAINING AND
DEVELOPMENT OBJECTIVES

a Desired End Results


a In T&D, Clear & Concise Objectives Must be
Formulated
TRAINING AND DEVELOPMENT METHODS

a Coaching
a Mentoring
a Business Games
a Case Study
a Videotapes
a In-basket Training
a Internships
T& D METHODS (CONTINUED)

a Role Playing
a Job Rotation
a Programmed Instruction
a Computer-based Training
a Cyberlearning
a Classroom Learning
a Corporate Universities
T& D METHODS (CONTINUED)

a Training in Community Colleges


a On-the-job Training
a Apprenticeship Training
a Simulators
a Vestibule Training
MANAGEMENT DEVELOPMENT

a Consists of All Learning Experiences Resulting


in an Upgrading of Skills & Knowledge
Required in Current & Future Managerial
Positions
a Requires Personal Commitment of the
Individual Manager
a Taking Responsibility for One's Own
Development May be Most Important
SUPERVISORY MANAGEMENT TRAINING
PROGRAMS

a Many Firms Conduct Supervisory Training


Programs
a Often They are Provided After the Individual
has Served as Supervisor
a Until Training has been Received, Supervisors
Practice on Their Subordinates
TRAINING METHODS FOR ENTRY-LEVEL
PROFESSIONAL EMPLOYEES

a Firms have a Special Interest in College-trained


Employees Hired for Entry-level Professional
Positions, Including Management Trainees
a Most Programs Also Emphasize Training
Provided on the Job
a ³Hands On" Experience, Alone Or In
Combination With Other Methods,
a Appears to be an Essential Component of
These Programs
TRAINING METHODS FOR OPERATIVE
EMPLOYEES

a T&D for Operative Employees Must Also be


Given High Priority by Firms
a Contributions of Operative Employees are
Essential & Collectively Vital to the Production
of Goods & Services
CURRENT POPULAR AREAS OFTEN
DOMINATE TRAINING INCLUDING:

Diversity Training

Conflict Resolution

Values Training

Teamwork & Empowerment

Customer Service
IMPLEMENTING HUMAN RESOURCE
DEVELOPMENT PROGRAMS

a Often Difficult
a Many Managers are Action Oriented &
Frequently Feel Too Busy for T&D
a Qualified Trainers must be Available
a Requires a Higher Degree of Creativity than
Perhaps Any Other HR Specialty
EVALUATING HUMAN RESOURCE
DEVELOPMENT

a Accomplishment of T&D Objectives


a Return on Investment (ROI)
a BenchmarkingParticipants' Opinions
a Extent of Learning
a Behavioral Change
JOB TRAINING PARTNERSHIP ACT

a Provides Training Through Local-level


Partnerships Between Business & Government
a Results in the Largest Single Training Effort
Sponsored by the Federal Government
ORIENTATION

a Initial T&D Effort Designed for Employees


a Guided Adjustment of New Employees
PURPOSES OF ORIENTATION

a Employment Situation
a Company Policies & Rules
a Compensation & Benefits
a Corporate Culture
a Team Membership
a Employee Development
a Dealing With Change
a Socialization
ORGANIZATION DEVELOPMENT

a Survey Feedback
a Quality Circles
a Sensitivity Training
a Team Building & Self-directed Teams
Changing World of Training
a    
a    # 
a  # 
a      
Excellent Trainer
a !     
$        
6  #%     %  
$     
$       
$    # #  # &
&  '   
a (      
a   '
a    
a    
a )# 
  
a       
a #  
a (     
a #*  
a    
a !     
T T T S

S S S S S S

Traditional tutor roles compared with facilitating


Maintenance

Trainer Provider

Manager

Innovator Consultant

Change

GENERAL TRAINER ROLES


"  %
A
Model !  %      

of  

Training " 


consultancy
( & 

     #  

     %+    

6      

 
WORKSHEET( designing a lecture)
a Interest-Building Strategy(ies);
-introductory exercises
lead-off story or interesting visual
initial case problem
test questions
preview of content
a Understanding & Retention -maximizing Techniques:
opening summary
examples
analogies
a Participant Involvement
listener roles
spot challenges
rai er acilitator rai i gt erai er I ovator
' etmes o ' etmee a leyo to 'I elieveyo ca oit' ' et's oit iffere tly'
yo o to o oit'
it'
o risk e i mrisk o trolle risk ig errisk
ore omforta le it orks it a reative,e erime tal.
comforta le ig artici a t comi atio of ig artici a t
i ko i volveme t frame orka ig i volveme t
frame ork artici atio
rai er ear erce tere rai er lear er e-to-o ecoac i g
ce tere ce tere
cri te scri te cri te ort istic
ig co trol are co trol ig co trol are co trol
ay ee ree-flo i g il so atisk o ea i ge ge
iloti g a teste

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