4-8 Copyright © 2015 Pearson Education, Inc. Training and Developing Employees 8-1

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Copyright © 2015 Pearson Education, Inc.

Training and DevelopingTraining and DevelopingEmployeesEmployees

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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 ObjectivesLearning Objectives

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4. List and briefly discuss four management

development methods.

5. Explain why a controlled study may be

superior for evaluating the training

program’s effects.

Learning ObjectivesLearning Objectives

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Summarize the purpose Summarize the purpose and process of employee and process of employee

orientationorientation.

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Orienting and Onboarding New Orienting and Onboarding New EmployeesEmployees

• Welcome

• Basic information

• Understanding the

organization

• Socialization

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The Orientation ProcessThe Orientation Process

• Employee

handbook

• Orientation

technology

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List and briefly explain List and briefly explain each of the steps in the each of the steps in the

training processtraining process.

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Overview of the Training Overview of the Training ProcessProcess

• 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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The ADDIE Five-Step The ADDIE Five-Step Training ProcessTraining Process

• Analyze

• Design

• Develop

• Implement

• Evaluate

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Performance Analysis: Current Performance Analysis: Current Employees’ Training NeedsEmployees’ 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 Designing the Training ProgramTraining Program

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Designing the Training Designing the Training ProgramProgram

• Setting learning

objectives

• Creating a

motivational

learning

environment

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Implementing Training Implementing Training ProgramsPrograms

• On-the-job training

o Types of on-the-job training

o Job rotation

o Special assignments

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• Apprenticeship

training

• Informal learning

Other Types of LearningOther Types of Learning

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• 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


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IMPROVING PERFORMANCE: 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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• Managerial on-the-job training

• Coaching/understudy

approach

• Action learning

Implementing Management Implementing Management Development ProgramsDevelopment Programs

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Off-the-Job Management Training Off-the-Job Management Training and Development Techniquesand 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 Off-the-Job Management Training and Development TechniquesDevelopment Techniques

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Explain why a controlled Explain why a controlled study may be superior for study may be superior for

evaluating the trainingevaluating the training program’s effects.program’s effects.

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Evaluating the Training EffortEvaluating the Training Effort

• Designing the study

• Controlled experimentation

• Training Effects to Measure

oReactions

o Learning

oBehavior

oResults

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Documents

4-8 Copyright © 2015 Pearson Education, Inc. Training and Developing Employees 8-1