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Objectives
Describe the basic training process Describe and illustrate how you would go about identifying training requirements. Explain how to distinguish between problems you can fix with training and those you cant. Explain how to use five training techniques
Orienting Employees
Employee Orientation
A procedure for providing new employees with basic background information about the firm
Purpose of Orientation
New employees should feel welcome and at ease Should understand the organization in broad sense (its past, present culture and vision) Key facts such as policies and procedures Should have begun socializing into the firms ways of acting and doing things
Orienting Employees
The Orientation Processes
Ranges from 10 minutes to week- long programs HR specialist performs the first part of the orientationworking hours, benefits and vacations Rest is done by the supervisor- organization of the department, introduction etc. Employee hand book. Disclaimers Employers now using technology based orientation e.g. personal digital assistants etc. Not all employees react to orientation in the same way Supervisors should be vigilant and encourage new employees to become productive as soon as possible.
The process of teaching new employees the basic skills they need to perform their jobs.
Sitting down with the management and help them identify strategic goals and objectives and the skills and knowledge needed to achieve them. Identifying whether the staff has the skills and knowledge? Training programs must make sense in terms of companys strategic goals
Performance management
Taking an integrated, goal oriented approach to assigning, training, assessing and rewarding employees performance Spend around $826 per employee. Fairly impressive record. Work place learning and performance instead of training to underscore dual aims.
Validation step
Removing bugs
Implement Evaluation
Programs successes or failures
Training materials
The learning curve goes down late in the day Full day training is not as effective as half the day
Determine what the job entails Breakdown each into sub tasks
Verifying that there is a performance deficiency and determining whether that deficiency should be corrected through training or through some other means (such as transferring the employee) Performance appraisals Job related performance data Observations by supervisors or other specialists Interviews with the employees or his supervisor Test of things like job knowledge, skills and attendance Attitude surveys Employees daily diaries Assessment center results
is futile to spend time training an employee with insufficient motivation First determine whether it is a Cant Do problem If yes, find out specific causes
whether employees do not know what to do Or what are your standards Obstacles in the system? Non availability of job aids Hired employees do not have skills Lack of training
Competency Models
Generic
Training Methods
On-the-job Training
The
most popular training method Training a person to learn a job while working on it Every employee from mail room clerk to CEO gets OJT when he joins the company
Training Methods
Advantages
Relatively in-expensive Facilitates learning by actually doing and Getting quick feedback on performance
Guidelines
Do not take the success of OJT as granted Carefully train the trainers themselves Provide necessary training materials Trainers should know the principles of motivating trainers Low expectation from trainers may lead to poor performance by the trainee- the golem effect
Training Methods
Steps for OJT success
Put the learner at ease Explain why is he being taught Create interest, find out what he knows before hand Explain the whole job and relate with he already knows Place the learner as close to the normal working position Familiarize the worker with equipment, materials, tools etc. Explain quality and quantity requirements Go through the job at normal work pace Go through the job at lower pace to explain each step Again go through the job at low pace several times Have the learner explain the steps as you go through
Training Methods
Steps for OJT success
Do a try out
Have the learner go through job several times, slowly, explaining each step to you. Correct mistakes and do the difficult ones few times. Run the job at normal pace. Have the learner do the job, gradually building up skill and speed As soon as the learner demonstrates ability to do the job, let him do but do not abandon him. Designate to whom the learner should go for help Gradually decrease supervision Correct faulty work patterns before they become habit Compliment good work
Follow up
Training Methods
Apprenticeship Training
A structured process by which people become skilled workers through a combination of class room instruction and on-the-job training Study under the tutelage of a craftsperson e.g. Dofasco Government apprentice centers
Informal Learning
Research findings- 80% of learning takes place informally including doing on-the-job training with colleagues Informal learning techniques
Training Methods
Job Instruction Training (JIT)
Listing each jobs basic tasks, along with key points, in order to provide step-by-step training to employees Advantages
Quick and simple way to present knowledge Studies and experience show that lectures can be effective
Lectures
Training Methods
Control your hands Talk from notes rather than script Break a long talk into a series of five-minute talks, research findings Practice. If possible rehearse in the similar settings..
Programmed Learning
Training Methods
Advantages
It reduces training time Facilitates trainee by letting him learn at his own pace Provides immediate feedback Reduces the learners risk of error
Disadvantages
Trainees do not learn as much as they learn from traditional learning methods
Trade
Training Methods
Simulated Training (Vestibule)
Training employees on special off-the-job equipment, as in airplane pilot training, so that training costs and hazards can be reduced Used when its too costly or dangerous to train employees on the job
Putting new assembly line workers right to work can slow down production When safety is a concern
Simulated training may take place with the same equipment, the employee will use on job. However, it involves simulators
Training Methods
Computer based training
Use of interactive computer based DVD systems CBT is becoming increasingly realistic
Interactive multimedia training integrates use of text, video, graphics, animation, photos and sound to produce a complex training environment Virtual reality training takes the realism t the next step Reduction in learning time by 50% Cost effective once designed and produced Instructional consistency Mastery in learning (trainee can not go to the next step until completion) Increased retention and increased motivation ( due to responsive feedback)
Effectiveness
Training Methods
Electronic performance support systems (EPSS)
People do not learn everything they learn Sets of computerized tools and displays that
Automate training, documentation and phone support, Integrates this automation into applications, And provides support hat is faster, cheaper and more effective than traditional methods (Dell)
PS Systems are modern job aids A job aid is a set of instructions, diagrams, or similar methods available at the job site to guide the worker Job aids work well in complex jobs that require multiple steps or Where it is dangerous to forget a step
GMs electromotive division gives workers job aids in the form of diagrams
Training Methods
Distance and Internet based training
Teletraining
A trainer in a central location teaches groups of employees at remote locations via television hook ups Allows people in one location to communicate live via a combination of audio and visual equipment with people in another city or country.
Videoconferencing
Effectiveness
Varying effectiveness E-learning I s booming A learning environment that uses soft wares to enable multiple users to participate in a video or audio discussion
Training Methods
Improving productivity through HRIS: Learning Portals Literacy training techniques