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Training: A process whereby people acquire capabilities to aid in the achievement of organizational goals. It is an investment in human capital of the organization that benefits the entire organization in the longer term. Employers spend lot of money on training annually. The Context of Training: Organization Competitiveness and Training: Training makes organizations more competitive. Training helps retain valuable employees. Training is no longer the first casualty of a business downturn.
Organization Competitiveness and Training: Training makes organizations more competitive Training helps retain valuable employees Training is no longer the first casualty of a business downturn.
Training as a Revenue Source: Marketing training with or alongside products can contribute significantly to a firms revenues. Conti
Integration of Job Performance, Training, and Learning: Training is moving closer to the job to achieve real time learning. Training is using more real-world problems to increase employee learning.
Employees should master the knowledge, skills and behaviors emphasized in training programs. Apply them to their day-to-day activities.
Challenges in Training
Is Training the solution to the problem? Are the goals of Training realistic and clear? Is Training a good investment? Will the Training work?
Performance Consulting
It is a process in which a trainer (internal or external) and the organization client work together to boost workplace performance in support of the business goals. During the process, actual organizational results are measured in comparison with the desired results and actual employees performance. After comparison, the consultant takes a multifaceted approach, such as: Focuses on identifying & addressing root causes of performance problems. Recognizes that interaction of individual and organizational factors influences performance. Documents the actions and accomplishments of high performers and compares them with actions of more typical performers.
Performance Consulting
Low-cost leader: Attempting to increase market share by focusing on the low cost of the firms products or services, compared to competitors.
Differentiation: Trying to make the firms products or services competitively different from others in the industry in terms of quality, service, technology, or perceived distinctiveness.
Training Process
1. Training Need Assessment/ Analysis 2. Training Design
3. Training Delivery
4. Training Evaluation
Training Process
1 2 3
Gap Analysis: The distance between where an organization is with its employee capabilities and where it needs to be.
Types of Training Objectives: Knowledge: Impart cognitive information and details to trainees. Skill: Develop behavior changes in how job and tasks are performed. Attitude: Create interest and awareness of the training importance.
2. Training Design
Learner Readiness:
Ability to learn
Learners must possess basic skills.
Motivation to learn
Learners must desire and value training.
Self-efficacy
Learners must believe that they can successfully learn the training content.
Learning Practices
Active Practice:
The performance of job-related tasks and duties by trainees during training
Spaced Practice:
Several practice sessions spaced over a period of hours or days
Massed practice:
Performance of all the practice at once.
Learning Behaviors
Behavior Modeling:
Copying someone elses behavior by observing how another person deals with a problem.
Reinforcement:
Law of effect states that people tend to repeat behaviors that are rewarded and avoid behaviors that are punished.
Immediate Confirmation:
Reinforcement and feedback are most effective when given as soon as possible after training.
3.
Training Delivery/
Implementation
Nature of training Subject matter Number of trainees Individual vs. team Self-paced vs. guided Training resources Costs Geographic locations Time allotted Completion timeline
Internal Training
Informal Training: Training that occurs through interactions and feedback among employees. On-the-Job Training (OJT): Conducted on the actual work place Problems with OJT: Poorly-qualified or indifferent trainers. Disruption of regular work. Bad or incorrect habits are passed on.
External Training
Reasons for External Training: May be less expensive to outsource training Insufficient time to develop training Lack of expertise Advantages of interacting with outsiders Outsourcing the training: Hire some training firm/ consultant for training E- Learning - Training Online: The using the Internet or an organizational intranet to conduct training online.
Sufficient top management support and funding; accepting the idea of decentralized and individualized training Current training methods not meeting needs Computer literacy and access to computers Time and travel cost concerns for trainees The number and self-motivation of trainees
Developing E- Learning
Identify e- learning measurement means Customize for learner centric use Link module content to training objectives Modularize content Web-enabled course contents
Training Methods
Cooperative Cooperative Training Training
Instructor-Led Instructor-Led Classroom and Classroom and Conference Conference Training Training
Training Methods
Cooperative Training: School to work transition Internship Apprenticeship Instructor led classroom and Conference training: Employer conducted short courses, lectures, and meetings/ discussions Corporate universities offer the training Distance Training/ IT based Learning: Virtual universities, Internet based learning Two way television to classroom
Level 2
Level 3
Level 4
Training Evaluation
Cost-Benefit Analyses:
Comparison of costs and benefits associated with training
Evaluation Designs
Post-Measure
Evaluation Design
Training Benefits
Leads to improved profitability. Positive attitudes toward profit orientation. Improves the job knowledge Improves the morale of the workforce. Helps people identify with organizational goals. Helps create a better corporate image. Fosters authenticity, openness and trust. Improves relationship b/w boss & subordinate. Aids in organizational development.
Helps prepare guidelines for work. Aids in understanding organizational Policies, Provides information for future needs in all areas. Improve the decision making process. Develop the leadership skills. Helps to control the cost. Improve the competency. Reduce outside consulting cost. Improve the inter organizational communication. Helps to manage the conflicts. Finally increase the productivity.
Individual Benefits
Improves the problem handling ability. Improves self confidence. Improves the facility to face the stress moments. Improves leadership,communication & attitudes. Increases job satisfaction & recognition. Develops a sense of growth in learning. Helps eliminate fears to adopt new environments Seems personal goals achievable.
Improves group communication. Makes easy the jobs Orientation & Placement. Provides information for EEO. Provides information on other Govt. laws. Improve Morals. Makes organizational policies Viable. Provide good climate for Coordination. Makes the Organization a place to work & live.