• Training facilitates employees’ learning job-related
knowledge, skills and behavior. • Continuous learning requires employees to understand the entire work process, acquire and apply new skills and share what they have learned with others. • High-leverage training is: linked to strategic business goals and objectives, supported by top management, relies on an instructional design model, and benchmarked to programs in other organizations.
7-2 Formal and Informal Training
Training
Fo r r n er led mal t ea and to cou an ra l is ion ent rse d o inin in n g i act int in a an s and n-lin g is i a ves an ur do e n a t r l vol by occ g. rga even prog struc o r m , in ted ot tin a n t com nize ts de ram tor Inf tiated otiv oes ng se pa d by velo s, ny. d the ped ini , is m and arni o ing elop al le d ev r m d fo
7-3 Key Features of Continuous Training
Supports Business Strategy
Focus on Knowledge Performance Management
Continuous Informal Learning Training Formal Training & Development
7-4 Strategic Learning & Development Process
Strategic Business Learning & Learning Metrics Strategy Development Activities Initiatives
7-5 The Training Process 1. Needs Assessment 2. Ensure Employees’Readiness 3. Create a Learning Environment 4. Ensure Transfer of Training 5. Select Training Methods 6. Evaluate Training Programs
7-6 Needs Assessment Process Organization Analysis
Person Analysis
Task Analysis Organizational analysis a process for determining the appropriateness of training by evaluating the characteristics of the organization. Person analysis a process of determining individual’s needs and readiness for 7-7 training Task analysis the process of identifying and analyzing the tasks to be trained 5 Factors that Influence Employee Performance and Learning
Person characteristics
Feedback Input
Consequences Output
7-8 Task Analysis
Develop Identify jobs task list
Identify knowledge, Validate skills and tasks abilities, etc.
7-9 Factors that Influence Motivation to Learn
Benefits or Consequences of Work Training Environment
Self- Basic Skills
Conscientiousness Efficacy
Goal Orientation Awareness of Training Needs
7-10 Ensure Employee Motivation for Learning
Motivation to learn – trainee’s desire to
learn the training program’s content.
Self-efficacy- employees' belief that they can
successfully learn the training program’s content.
7-11 7 Conditions for Learning
1. Need to know why they should learn.
2. Meaningful training content.
3. Opportunities to practice or social network interaction.
4. Feedback.
5. Observe, experience and interact with others.
6. Good program coordination and administration
7. Commit training content to memory
7-12 Transfer of Training
Climate for Transfer Technological Opportunity to Use Support Learned Capability
Transfer of Training Manager Self-management Skills Support
Hands-on Methods On-the-job training Self-directed learning Simulations Business games and case studies Behavior modeling E-learning
7-14 Determine Return on Investment (ROI)
Determine benefits Determine Make the costs analysis
Cost-benefit analysis - process of determining a training program’s economic benefits using accounting methods.
7-15 Managing Diversity and Inclusion Managing Diversity- process of creating an environment that allows all employees to contribute to organizational goals and experience personal growth.
2 Types of Diversity Training:
1. Attitude awareness and change programs 2. Behavior based programs 2 Goals of Diversity Training and Inclusion: 1. Eliminate values, stereotypes, and managerial practices that inhibit employees’ personal development 2. Allow employees to contribute to organizational goals regardless of their race, sexual orientation, gender, family status, religious orientation, or cultural background.
7-16 Managing Diversity Programs
Top Management & Employee Support
Recruit & Identify &
Hire Develop Talent
Improve Hold Fair Relationships Managers Treatment with External Accountable Stakeholders
7-17 Summary
Technological innovations, new product markets, and a
diverse workforce have increased the need for companies to reexamine how their training practices contribute to learning. The key to successful training is choosing the most effective training method. Managing diversity and cross-cultural preparation are two training issues relevant to capitalize on a diverse workforce and global markets.
