*Presentasi Kelompok SelatanTraining & Development
Dwi Putranto WidodoFerry Oktavianto MuisRoos Indra DjajaIndra SafitriMuchlisZulfan Adian Jaya Nainggolan
*Employee Training and Development Importance of TrainingWho Will Do the TrainingHow Employees Learn BestDeveloping a Job Training ProgramRetrainingOrientationOvercoming Obstacles to Learning
*Importance of TrainingTeaching people How to do Their Jobs:There are three kinds of training: Job Instruction, Retraining, and Orientation.The big sister, big brother, or buddy system is when a old hand shows a newcomer the ropes.When good training is absent there is likely to be an atmosphere of tension, crisis, and conflict because nobody knows what to do.
*The Benefits of TrainingGives the supervisor more time to manage, standardized performance, less absenteeism, less turnover, reduced tension, consistency, lower costs, more customers, better serviceGives the workers confidence to do their jobs, reduces tension, boost morale and job satisfaction, reduces injuries and accidents, gives them a chance to advance.Gives the business a good image and more profit.
*Then why is training often neglected?Urgency of needTraining timeCostsEmployee turnoverShort-term workerDiversity of workerKinds of jobs (simple-complex)Not knowing exactly what you want your people to do and how
*Who will do the Training?The magic apron method: people train themselves the easiest ways to get the job done, and what will keep them from getting into trouble.The person that is leaving trains: teaches shortcuts and ways of breaking the rules.Big sister, big brother, or buddy method: passes on bad habits and may resent new person as a competitor.The logical person to train new workers is YOURSEF!
*How do Employees Learn the Best?Learning is the acquisition of skills, knowledge, or attitudes.The adult learning theory is a field of research that examines how adults learn. A number of the following tips come from the adult leaning theory.
*How employees learn the best: When they are actively involved in the learning process-(to do this choose a appropriate teaching method).Training is relevant and practical.Training material is organized and presented in chunks.Training is in an informal, quiet, and comfortable setting.When they have a good trainer.When they receive feedback on performance.When they are rewarded.
*Developing a Job-Training ProgramTraining plan: A detailed plan for carrying out employee training for a unit of work.1st- establish performance standards: they provide a ready made structure for a training program. 2nd- write a training objective derived form above.3rd- Develop standard procedures (list tasks and spell them out).
*Developing a Unit Training ProgramThis is taught in several sessions.It should provide check points to measure progress.Should include two elements: 1. Showing and telling the employee what to do. 2. Having the employee do it (right).Location should be quiet.Training materials should be the same as used on the job.
*Moving from Plan to ActionTraining people with some experience begins with a pretest.Carry out the training program with employees who do not meet standards.Once the training process is complete EVALUATE.
*EvaluationFormal evaluation: uses observation, interviews, and surveys to monitor training while its going on.Summative evaluation: measures results when training is complete in five ways:1. Reaction2. Knowledge3. Behavior4. Attitudes5.Productivity
*Job Instruction Training (JIT)Also called on the job training.Consists of 4 steps:1. Prepare the learner2. Demonstrate the task3. Have the worker do the task4. Follow through: put the worker on the job, correcting and supporting as nessicary.
*Classroom Training SkillsBe aware of appropriate body language and speech.Watch how you talk to employees. Covey respect and appreciation.Handle problem behaviors in an effective manner.Avoid time wasters.Facilitate employee participation and discussion.Use visual aids to avoid constantly referring to notes.
*RetrainingNeeded when changes are made that affect the job, employees performance drops below par, or when the worker has not mastered a particular technique.A positive one-on-one approach to retraining is referred to a coaching.Coaching is a two part process.1. Observation of the employees performance.2. Conversation between manager and employee focusing on job performance.
*Orientation: the pre-job phase of training.Introduces each new employee to the job and the workplace.Tells new staff members what they want to know and what the company wants them to know.Communicates information give out a employee handbook.Creates positive employee attitudes toward the company and the job.
*Overcoming Obstacles to LearningReduce fear with a positive approach (convey confidence in the worker).Increase motivation: emphasize whatever is of value to the learner, make the program form a series of small successes, build in incentives and rewards.Limited abilities: adjust teaching to learners level.Laziness, indifference, resistance: May mean a problem worker.
*Overcoming Obstacles to LearningTeaching not adapted to learners: Deal with people as they are (teach people not tasks), keep it simple, involve all the senses.Poor training program: revise to include objectives.Poor instructor: The trainer needs to know the job, be a good communicator + leader, sensitive, patient, helpful, etc.