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Training and Development - Lecture 13

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31 views

Training and Development - Lecture 13

gjh

Uploaded by

UMAR faROOQ
Copyright
© © All Rights Reserved
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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Human Resource Management.

MGT 350
Lecture 13
Purpose of Orientation

Orientation Helps New


Employees

Know what is
Begin the
Feel welcome Understand the expected in
socialization
and at ease organization work and
process
behavior

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 8–2


The Orientation Process

Employee benefit
Company operations
information

Personnel Employee Safety measures


policies Orientation and regulations

Daily Facilities
routine tour

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 8–3


The Training Process
• Training
 Is the process of teaching new employees
the basic skills they need to perform their jobs
 Is a hallmark of good management

• Training’s Strategic Context


 The aims of firm’s training programs must make
sense in terms of the company’s strategic
goals.
 Training fosters employee learning, which
results in enhanced organizational
performance.

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 8–4


Training, Learning, and Motivation
• Make the Learning Meaningful
1. At the start of training, provide a bird’s-eye view
of the material to be presented to facilitate learning.
2. Use a variety of familiar examples.

3. Organize the information so you can present it


logically, and in meaningful units.
4. Use terms and concepts that are already familiar
to trainees.
5. Use as many visual aids as possible.

6. Create a perceived training need in trainees’ minds.

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 8–5


Training, Learning, and Motivation
• Reinforce the Learning
1. Trainees learn best when the trainers immediately
reinforce correct responses, perhaps with a quick
“well done.”
2. The schedule is important. The learning curve
goes down late in the day, so that “full day training
is not as effective as half the day or three-fourths
of the day.”

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 8–6


Analyzing Training Needs

Training Needs
Analysis

Performance Analysis:
Task Analysis: Assessing current employees’
Assessing new employees’ training needs
training needs Verifying that there is a
A detailed study of a job to performance deficiency and
identify the specific skills determining whether that
required deficiency should be corrected
by training or not

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 8–7


Training Methods
• On-the-Job Training
• Job Rotation
• Assistant to Position
• Committee Assignments
• Lectures & Seminars
• Simulations
• Outdoors training

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 8–8


The OJT Training Method
• Advantages
 Inexpensive
 Learn by doing
 Immediate feedback

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 8–9


Thank you for paying attention.

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