8 - Training & Development Flashcards
training + development objectives
prepare employees better
opportunity for personal development
change attitudes
socialize new employees
respond to social responsibility demands
conditions for successful T&D program
linked to org strategy
integrated w/ other HR functions
focused on effectiveness
top managers support + lead the planning
line managers support + participate as strategic partners
instructors facilitate change + lead
HR professionals seek external info on training + influence the org culture
steps in designing a training plan
- analyze context
- analyze training needs
- plan training
- evaluate training
- analyze the context
PESTLE (ex: labour market)
strategy
structure + culture
available resources
specific jobs in company
relationship b/w strategy + T&D
needs driven approach: identify + solve problems related to the implementation of strategy
opportunistic approach: apply new ideas in market even if not related to current strategy
organizational capability approach: predict future needs + anticipate the implementation of future strategies
- analyze training needs
organizational level
- skills needed due to changes in market, technology or strategy
operational level
- discrepancy b/w the job requirements and the current skills of the employees
individual level
- allows progress in their career
means for analyzing T&D needs
performance appraisal documents direct observation critical incidents analysis questionnaires interview w/ line + top managers employee's exams changes in job contents withdrawal interview periodic reports
indicators for analyzing T&D needs
a priori: future needs
- can be anticipated in terms of T&D
a posteriori: current needs
- exist due to T&D
- related to people or production
- plan training
why? - goals how much? - volume + duration who? - target employees who? - instructors how? - training methods what? - content where? - location when? - date + time
classification of T&D methods
internal + external T&D
theoretical, practical + simulations
on the job training + off the job training
two requirements to consider when choosing T&D methods
does it facilitate the learning process? (respects principles of learning)
is it adequate for the specific need being tackled?
learning principles
motivate employees quality of materials + instructors adapt materials to dif. trainees active participation adequate duration feedback to trainees applicability
learning cycle
theory building
planning how to put it into practice
activity
reflection
adapting T&D to type of trainees
concrete experience: activists + reflectors
active experimentation: activists + pragmatists
abstract conceptualization: pragmatists + theorists
reflective observation: theorists + reflectors
- evaluate training
kirkpatrick’s model:
- results (performance indicators)
- behaviour (behaviour changes: using control groups)
- learning (knowledge acquired: tests or exams)
- reactions (feedback: interviews + surveys)
