Training and Developing Employees Kelompok 4

Ahmad Kurniadi Almansyah Auriyanto Ramhadtu Prasaditama Yanuar Heikal NPM 1006809925 NPM 1006810290 NPM 1006814351 NPM 1006815461

Training and Development

Menurut (Hadari:2005:208). Pelatihan adalah program- program untuk memperbaiki kemampuan melaksanakan pekerjaan secara individual, kelompok dan/atau berdasarkan jenjang jabatan dalam organisasi atau perusahaan. Pengembangan adalah usaha yang dilakukan secara formal dan berkelanjutan dengan difokuskan pada peningkatan dan penambahan kemampuan seorang pekerja.

Orienting Employees
Employee Orientation
A procedure for providing new employees with basic background information about the firm.

Purpose of Orientation Feel Welcome and at ease Understand the organizations Know what is expected in work and behavior Begin the Socialization process

The Orientation Process

Employee benefit information

Company organization and operations

Personnel policies

Employee Orientation

Safety measures and regulations

Daily routine

Facilities tour

New Employee Departmental Orientation Checklist

The Four-Step Training Process

Needs analysis
Instructional design Validation Program implementation

Evaluation

Analyzing Training Needs

Training Needs Analysis

Task Analysis:
Assessing new employees training needs

Performance Analysis:
Assessing current employees training needs

Task Analysis Record Form

Performance Analysis: Assessing Current Employees Training Needs

Specialized Software Assessment Center Results Individual Diaries Performance Appraisals

Methods for Identifying Training Needs

Job-Related Performance Data

Observations

Attitude Surveys

Tests

Interviews

Cant-do or Wont-do?

On-the-Job Training
Coaching
Or Understudy

Job Rotation

Special Assignment

Steps to ensure On-the-Job Training Success

1. Prepare the Learner 2. Present the Operation

3. Do a Tryout
4. Follow-Up

Types of Training (contd)

Apprenticeship Training
Combination of formal learning&long-term OJT Under the tutelage of experienced employees

Informal Learning
Learn not through formal training

Job Instruction Learning

Step by Step Key points: How its to be done-and why.

Lectures
Can be effective Quick&simple way

Job Instruction Training @ UPS

Programmed Learning
Step by step, self learning method
Presenting questions, facts, or problems to the learner Allowing the person to respond
Providing feedback on the accuracy of answers

Reduces training time Self paced learning Get immediate feedback Reduce trainees risk of error

List of Various Computer-Based Training Techniques

PI CBT CMI ICAI Computer-based programmed instruction Computer-based training Computer-managed instruction Intelligent computer-assisted instruction

ITS
Simulation Virtual Reality

Intelligent tutoring systems

Computer simulation Advanced form of computer simulation

Internet Based Training

Teletraining and Videoconferencing

Distance Learning Methods

Electronic Performance Support Systems (EPSS)

Computer-Based Training

E-learning and learning portals

Intelligent Tutoring System

One step further than programmed learning
Computerized, supercharged, programmed instruction programs
Identify what questions and approaches worked or did not work for the learner Adjust the suggested instructional sequence to the trainees unique needs

http://www.stottlerhenke.com/solutions/training/ais_ift_its.htm http://www.stottlerhenke.com/video/ais_ift.wmv

Audiovisual-Based Training
More expensive than lectures, but more interesting Use if..
1
Need to illustrate how to follow certain sequence over time.

2
3

Need to expose trainees to events not easliy demonstrable in live lectures, ex: visual tour of a company or open-heart surgery Need organization wide training Too costly to move the trainers from place to place

Vestibule Training
Off the Job Training

Actual or Simulated Equipment

Use it when:

Too costly or dangerous to train employees on the job

Teletraining and Video Conferencing

Train

at remote location Using satellite television Interactive communication

Electronic Performance Support System (EPSS)

Instruction

Computerized tools and displays Automate training, documentation& phone support Integrate this into application

Set of

Diagram

Similar method

Sample: Virtual Reality Training

EYESIM-Immersive Virtual Reality Training System
http://www.youtube.com/watch?v=3WYUSTL88Tw

Learning Management System

Internet Based Software package Helping employers indentify: needs scheduling delivering assessing

Managing the training itself

Lifelong Learning and Literacy Training Techniques

Creating Training Program

Set Training Objective Use a detailed job description

Develop an abbreviated task analysis record form Develop a job instruction sheet

Compile training program for the job

JoBs Description (example)

Memastikan transaksi Settlement L/C Import, SBLC & SKBDN, Documentary Collection, Proses Asuransi dijalankan sesuai dengan standar dan prosedur yang telah ditetapkan, serta comply dengan regulasi internal dan eksternal Memastikan transaksi Settlement L/C Import, SBLC & SKBDN, Documentary Collection, Proses Asuransi dijalankan sesuai dengan Service Level Agreement Melakukan evaluasi dan memberikan rekomendasi perbaikan proses kerja Monitoring SAA modifikasi dan Incoming Swift Memonitor pelaksanaan laporan harian, mingguan dan bulanan Memonitor pelaksanaan review atas file Settlement Impor secara berkala Memberikan bimbingan, arahan dan pengajaran perihal transaksi di Settlement Impor baik bagi Intern/Ekstern Membantu mencari perbaikan sistem kerja di bagian Melakukan pemeriksaan error detection seluruh transaksi di bagian settlement Impor Ikut membantu melakukan kaderisasi di bagian

Implementing management development program

Appraising managers current performance

Long term focus of management development Assessing the companys strategic needs Developing the managers and future managers

Succesion planning

Anticipate management needs

Review firms management skills inventory

Create replacement charts

Begin management development

Management Development Techniques

Managerial On-the-Job Training

Job rotation

Coaching and understudy

Action learning

Off Jobs Management Training techniques (examples)

Case study metode

Management games
Outsides seminar Executive coaches Behavior modeling

Behavior Modeling
Model the effective behaviors
Have trainees role play using behaviors

Provide social reinforcement and feedback

Encourage transfer of training to job

Managing Organizational Change Programs

What to Change

Strategy

Employees

Culture

Structure

Technology

Managing Organizational Change and Development

The Human Resource Managers Role

Overcoming resistance to change

Organizing and leading organizational change

Effectively using organizational development practices

Managing Organizational Change and Development (contd) Lewins change process

Unfreezing
Moving

Refreshing

How to Lead the Change

Unfreezing Stage
Establish a sense of urgency (need for change). Mobilize commitment to solving problems.

Create a guiding coalition.

Develop and communicate a shared vision. Help employees to make the change. Consolidate gains and produce more change.

Moving Stage

Refreezing Stage

Reinforce new ways of doing things. Monitor and assess progress.

Using Organizational Development

Organizational Development (OD)
1

Usually involves action research Applies behavioral science knowledge Changes the organization in a particular direction

2
3

TABLE 83

Examples of OD Interventions

Human Process Applications

T-groups (Sensitivity Training) Process consultation Third-party intervention Team building Organizational confrontation meeting Survey research

HRM Applications
Goal setting Performance appraisal Reward systems Career planning and development Managing workforce diversity Employee wellness

Technostructural Interventions
Formal structural change

Strategic OD Applications
Integrated strategic management

Differentiation and integration

Cooperative unionmanagement projects Quality circles Total quality management Work design

Culture change
Strategic change Self-designing organizations

Evaluating the Training Effort

Designing the Evaluation Study
Time series design
Controlled experimentation

Evaluating the Training Effort (Contd)

Choosing Which Training Effects to Measure
Reaction of trainees to the program
Learning that actually took place Behavior that changed on the job Results achieved as a result of the training

A Sample Training Evaluation Form