CHAPTER 9 TRAINING AND DEVELOPMENT Training Development Training

CHAPTER 9: TRAINING AND DEVELOPMENT

Training & Development • Training & development – Represents ongoing investment in employees & realizes employees are assets. • Importance of training & development – Rapid technological changes cause skill obsolescence – Redesign of work brings need for new skills – Mergers & acquisitions have increased need for integrating employees into different cultures – Employees are moving between employers more often, necessitating training – Globalization of business requires new knowledge 1– 2 & skills

Benefits of Training & Development • Individual employee – Increased employee marketability – Increased employee employability security • Organization – Improved bottom line, efficiency & profitability – Reduced layers of management – Makes employees more accountable for results 1– 3

Exhibit 9 -1 Strategizing Training 1– 4

Exhibit 9 -2 Levels of Needs Assessment 1– 5

Setting Training Objectives • Align/match identified training needs with training objectives • Define objectives in specific, measurable terms – Desired employee behaviors – Results expected to follow from such behaviors • One source of information for setting objectives – Performance deficiency data contained in performance management system 1– 6

Design • Critical training design issues – Interference from & difficulty of overcoming prior training, learning, habits – Transfer of newly learned skills back to job • Choice of training environment approximating or simulating actual working conditions – Organizational environment supportive of training & development – Contents need to be designed as well • Offline or online training 1– 7

Computer-Based Instruction • Benefits – Self-paced – Adaptive to different needs – Can be customized – Easy to deliver – Usually less expensive to administer – Can be conducted when convenient for employee • Drawbacks – Learners must be self-motivated – Cost of producing online, interactive materials – Lack of interaction with others may work against needs & preferred learning styles 1– 8

Delivery • On-the-job training – Internship/ Apprenticeship – Coaching and mentoring – Job rotation – Informal learning • Off-the-job training – Lectures – Audiovisual-based training – Case study – Seminar – Simulated learning – Corporate universities 1– 9

Evaluation • Integral part of overall training program • Provides feedback on effectiveness of training program • Evaluation criteria should be established in tandem with & parallel to training objectives 1– 10

Exhibit 9 -3 Four Levels of Training Evaluation 1– 11

Exhibit 9 -4 Link Between Training & Performance Management & Compensation 1– 12

Thank you! 1– 13