Chapter 6

Training &
Developing Human
Resources
Nature of Training
Training: Process whereby people
acquire capabilities to perform jobs
Benefits of training
Provides employees with specific, identifiable
knowledge and skills
Greater ability to adapt and innovate
Better self-management
Performance improvement

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Difference between Training and
Development

Training Development
Imparts Broader in scope
specific, Focuses on
identifiable gaining new
knowledge and capabilities useful
skills for use in for both present
present jobs and especially
future jobs

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 Types of Training

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Benefits of Strategic Training
Helps accomplish organizational goals
Reduces tendency to depend on training
lone to solve performance problems
Helps assess whether training can address
the most important performance issues

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Organizational Competitiveness and
Training??

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Training Plans
Effective training efforts consider the
following questions:
Is there really a need for the training?
Who needs to be trained?
Who will do the training?
What form will the training take?
How will knowledge be transferred to the job?
How will the training be evaluated?

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Orientation
Planned introduction of new employees
Achieves several key purposes
Establishes a favorable impression of organization
Provides organization and job information
Enhances interpersonal acceptance by coworkers
Accelerates socialization and integration of the
new employee into the organization
Ensures that employee performance and
productivity begin more quickly

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Evaluating Orientation

Evaluation
Metrics

Development
Tenure New hires Employee
program
turnover rate failure factor upgrade rate
participation

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Systematic Training Process

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Analysis of Training Needs

Assessing Training
Needs

Organizationa Job/Task Individual

l Analysis Analysis Analysis

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Sources of Information for Needs
Assessment

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Establishing Training Objectives
and Priorities
Gap analysis: Indicates the distance
between current and desired
employee capabilities

Types of Training
Objectives

Attitude Knowledge Skill

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Training Design Elements

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Principles of Adult Learning
Adult learning: Ways in which adults
learn differently than younger people
Have need to know why they
are learning something

Have need to be self-directed

Bring more work-related Adult

experiences into the process Learning
Employ a problem-solving
approach to learning

Are motivated by both

extrinsic
and intrinsic factors

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Training Delivery Considerations
Nature of Training
Subject Matter Number of Trainees

Individual Versus Team

Self-paced Versus Guided

Training Resources/Costs

E-learning versus Traditional Learning

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Training Delivery Considerations
Geographic
locations
Time allotted
Completion timeline

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Training Delivery Options

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Internal Training
Informal training: Occurs through interactions
and feedback among employees
On-the-job training (OJT):Based on a
guided form of training known as job instruction
training (JIT)
Problems with OJT
Poorly-qualified or indifferent trainers
Disruption of regular work
Bad or incorrect habits passed on

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Stages for On-the-Job Training

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Internal Training
Cross-training: Training people to do
more than one job
Increases flexibility and development

Challenges of cross-training
Is not favored by employees
Threatens unions with loss of job jurisdiction and
broadening of jobs
Requires scheduling work differently
May cause temporary decrease in productivity

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External Training
Advantages
Less expensive to outsource training
Insufficient time to develop training
Lack of expertise
Advantages of interacting with outsiders
Outsourcing of training
Government-supported job training
Educational assistance programs

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Combination of Training Approaches

Forms of Cooperative
Training

School-to-
Apprentice
Work Internship
Training
Transition

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Most Common Apprenticeship
Occupations

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E-Learning: On-Line Training
E-learning - Use of the Internet or an
organizational intranet to conduct training
on-line
Methods of e-learning
Distance training/learning
Simulations: Reproduce parts of the real world so
they can be experienced, manipulated, and
learning can occur
Games: Exercises that entertain and engage
Mobile learning

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E-Learning: On-Line Training
Blended learning: Combines methods, such
as short, fast-paced, interactive computer
based lessons and teleconferencing with
traditional classroom instruction and
simulation

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Levels of Training Evaluation
Reaction
Evaluated by conducting interviews or administering questionnaires

Learning
Measuring how well trainees have learned facts, ideas, concepts,
theories, and attitudes

Behaviors
Measuring the effect of training on job performance through
observing job performance

Results
Measuring the effect of training on the achievement of organizational
objectives
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Training Evaluation Metrics
Cost-benefit analysis: A comparison of
costs and benefits associated with
organizational training efforts
Return on Investment (ROI) Analysis
Benchmarking

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Possible Costs and Benefits in Training

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 THANK YOU

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