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Copyright © 2015 Pearson Education, Ltd.
Training and DevelopingEmployees
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1. Summarize the purpose and
process of employee orientation.
2. List and briefly explain each of
the steps in the training process.
3. Explain how to use five training
techniques.
Learning Objectives
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4. List and briefly discuss four management
development methods.
5. List and briefly discuss the importance of the
steps in leading organizational change.
6. Explain why a controlled study may be
superior for evaluating the training
program’s effects.
Learning Objectives
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Summarize the purpose and process of employee
orientation.
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Orienting and Onboarding New Employees
• Welcome• Basic information• Understanding the
organization• Socialization
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The Orientation Process
• Employee
handbook• Orientation
technology
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• Purposeso Welcomeo Basic informationo Understanding the
organizationo Socialization
Review
• Employee handbook
• Orientation technology
• Training process overview
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List and briefly explain each of the steps in the
training process.
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Overview of the Training Process
• Inadequate training can expose the
employer to liability for negligent
training• Training begins after orientation
o Ask what competencies
employees will need
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Overview of the Training Process
• Aligning strategy
and training• Training and
performance
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Training and Performance
• Ensure training translates into improved
performance• Define training purpose • Have company strategies drive the training• Check with mangers on the training success
o Ask “how are we doing.”
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IMPROVING PERFORMANCE:
HR as a Profit Center
Training Program Turning Macy’s Around• Changed the 90-minute interactive video to:
o Attending 3 ½-hour training to cultivate
higher levels of customer service• Sales up 3.5% in 2013
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The ADDIE Five-Step Training Process
• Analyze• Design• Develop• Implement• Evaluate
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• Strategic needs• Strategic training
needs analysis
Conducting the Training Needs Analysis
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Performance Analysis: Current Employees’ Training Needs
• Definition• Current training needs analysis• Task analysis• Talent management• Performance analysis• Can’t do/won’t do
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Designing the Training Program
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Designing the Training Program
• Setting learning
objectives• Creating a
motivational
learning
environment
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Designing the Training Program
• Make the Learning Meaningfulo Bird’s-eye viewo Familiar exampleso Organizeo Familiar termso Perceived need
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Making Skills Transfer Obvious and Easy
• Similarity• Practice• Label• Attention• “Heads-up”• Pace
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Reinforce The Learning• Reinforce correct responses
o Scheduleo Follow-up assignments
• Transfer of training• Other issues
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Developing the Program
• Assemble training content and materials• Training Methods
o iPadso Workbookso Lectures o PowerPoint slideso Web- and computer-based activities
course activitieso Trainer resources and manualso Support materials
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Review• ADDIE
o Analyzeo Designo Developo Implement o Evaluate
• Strategic needs• Strategic
training needs analysis
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Review
• Program development• Training equipment• Implement
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• Overview• Familiarity• Organization• Needs• Similarity• Practice
• Labels• Heads-up• Pace• Reinforcement• Schedule • Follow-up• Alternatives
Review
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Explain how to use five training techniques.
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Implementing Training Programs
• On-the-job trainingo Types of on-the-job trainingo Job rotationo Special assignments
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The OJT Process
• Preparation• Present the
operation• Tryout• Follow-up
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• Apprenticeship
training• Informal learning
Other Types of Learning
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Other Types of Learning
• Job instruction training• Lectures• Programmed learning• Behavior modeling • Audiovisual-based training• Vestibule training
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• Electronic performance support
systems (EPSS)• Videoconferencing• Computer-based training(CBT)• Simulated learning
Other Types of Learning
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IMPROVING PERFORMANCE: HR Practices Around the Globe Diversity
• ABC Virtual Communications, Inc.
(www.abcv.com/) in Des Moines, Iowa,
provides customized software o 8-hour orientation overviewo “Effective communications” trainingo Specialized classes for individual needs
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Other Types of Learning
• Lifelong and Literacy Training Techniques• Team training• Internet-based training• Learning Management Systems (LMS)• Virtual classrooms• Mobile Learning
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IMPROVING PERFORMANCE: HR Tools for Line Managers and Entrepreneurs
Creating Your Own Training Program
1. Prepackaged training solutions
2. Outsourced learning
3. Create your own
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• On-the-job training• The OJT process• Apprenticeships• Informal• Other forms of
training and
learning
Review
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List and briefly discuss four management
development methods.
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• Strategy and development• Candidate Assessment and the
9-Box Grid• Managerial on-the-job training• Coaching/understudy
approach • Action learning
Implementing Management Development Programs
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Off-the-Job Management Training and Development Techniques
• Case studies• Computerized management
games• Outside seminars• University programs• Role-playing
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• Behavior modeling• Corporate universities • Executive coaches• SHRM learning system
Off-the-Job Management Training and Development Techniques
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Off-the-Job Management Training and Development Techniques
• Leadership Development at GE• Talent Management and Differential
Development Assignments
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Review
• Strategy• On- and off-the-job• Coaching• Action learning• Cases• Games
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Review• Outside and university• Role-playing• Behavior modeling• Corporate universities • SHRM• GE and Talent Management
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List and briefly discuss the importance of the steps in
leading organizational change.
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Managing Organizational Change Programs
• What to changeo Structureo Technologyo Other
• Lewin’s change processo Unfreezingo Movingo Refreezing
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Leading Organizational Change
• Unfreezing stageo Urgency o Commitment
• Moving stageo Coalitiono Visiono Acceptanceo Gains
• Refreezing stageoReinforcementoMonitor
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Using Organizational Development
• Characteristics• Human processes• Technostructural• HR management• Strategic OD• Evaluating
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• What to changeo Structureo Technologyo Other
• Lewin’s change processo Unfreezingo Movingo Refreezing
• OD change process
Review
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Explain why a controlled study may be superior for
evaluating the training program’s effects.
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Evaluating the Training Effort
• Designing the study• Controlled experimentation• Training Effects to Measure
oReactions o LearningoBehavioroResults
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Review
• Designing the study• Controlled
experimentation• Training Effects to
Measure
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Improving Performance at The Hotel Paris
The New Training Program
1. Based on what you read in this chapter, what would you have suggested Lisa and her team do first with respect to training?
2. Have Lisa and the CFO sufficiently investigated whether training is really called for?
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Hotel ParisStrategy Chapter 8
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