Chapter 8 Flashcards
Training/Budget time
-Total 2015 U. S training -$70.6 billion
-Avg training expenditures:
Large companies-$12.9mill
Small companies-$350.3
Midsize companies-$1.4mill
-On avg, employees received 53.8 hours of training/year
Purposes of employee orientation
Welcome
Basic information
Understanding the organization-benefits
Socialization-intro to the organization culture
Overview of the training process
Aligning strategy and training
Training and performance should be a relationship; be able to evaluate the effectiveness of training
The 5-Step Training Process
- Analyze-determine training needs
- Design training programs
- Develop the program
- Implement the program
- Evaluate
Conducting the training needs analysis
- Strategic needs (overall org. needs)
- Task analysis (demands of the job)
- Talent management (overall performance)
- Performance analysis (individual performance)
Task analysis
Detailed study Job descriptions Job specifications Performance standard Performing the job Task analysis record
Talent management
- Goal- oriented process of planning, recruiting, selecting, developing, and compensating employees
- Training goals and programs are aimed at developing competencies of knowledge,skills, and behavior needed to achieve successful performance
Performance analysis: current employees’ training needs
- current training needs analysis
- performance evaluations
- can’t do vs won’t do
The biggest mistakes that companies make in training
- Organizations don’t take the time to analyze their training needs
- They don’t evaluate how well employees have learned
- Believe technology will solve all training problems. A simulation by itself isn’t enough
- Could have best training ever, but employee may not be ready to receive the training. Need right supervisory support, opportunity to practice and the conditions that allow them to apply the skills learned and the motivation to sustain it.
Designing the training program
Setting learning objectives
Creating a motivational learning environment
Design features-transfer of learning
- Maximize similarity b/w training and on the job
- allow adequate practice (over learning)
- “heads up” -what could occur on the job
- allow for learning at their own pace
Design feature-reinforce learning
- positive reinforcement of correct responses
- schedule half day better than full day
Developing the training program
Assemble/create the program’s content
Decide on instructional method
Implementing training programs - instructional methods
- On the job training -job notation
- Apprenticeships (bricklayer, welders)
- Informal learning-80% on the job learned this way
- Job instruction training
- Lectures-46% of all training
- Programmed learning step by step, self-learning method(most effective, not widely used)
- present question/fact/problem
- allow trainee to respond
- provide feedback on accuracy - online & computer based-24.4% of all training
- simulated training (pilots, astronauts, surgeons)
Management development
Any attempt to improve managerial performance by importing knowledge, changing attitudes, or increasing skills
- have to continue to expand knowledge
- continuous improvement is necessary
