week 5 Flashcards
oreint onboarding si
basic background info for firm and job , LR socialize
training is
discrete effort to gain KSA to perform job
beenfit onboarding
o Lower turnover, increased morale
o Fewer corrective discipline
purpose of oreint in 3 groups
socialization-connection as motivation comes from desire to bond
info how do job-training
org knowledge- jargon etc
purpose of oreint program
1st step in learn curve, feel welcome, understand who who in org, reduce reality shock
formal and informal aspect oreint
o Formal: large classroom type meeting goes through aspects or online courses
o Informal: meeting convo and welcome aspects not programmed, tyically on going involve many people
how oreint start
- Manager begins lots of the orientation introduce to colleagues sense of welcome
o Start orientation where in large class and series of presentations, HR talks org benefits etc, union pres, health and safety group
why does exec integrate take long time
assume they know what to do
key aspect exec integrate
ID pos specifications, demonstrate comptenecy and provide realistic info reduce reality shock
best prac oreint
shced, stuff ready, careful info overload,
measure effectivness of oreitn program, how
o Employee reaction: How they felt survey,
o Manager input see how effective
o Socialization effect, highly dependent on team aspects like size
o Cost benefit analysis, can be flawed, look at cost of not doing it how quickly someone left the org
training is a investment in
strategic Investment in human capital
training can help firms
complete generate higher level of employee commitment
o Necessity for improve org competitiveness
firms that too good training can cuase
people come get trained and leave
who do we train and how esnure knowledge apply
1- know who to train and skill needed
2- decide how to train in house vs external
3- application of knowledge
in house vs external trainign beenfit
In house benefit is everyone is learning similarly fostering cross org relation building
External benefit is dev relation with other org and get new way of thinking from others
legal aspect of training
equal opp, refuse training may = leave job, negiligent training
5 step train porcess
1- job analysis
2- implement design
3- validation
4- impleent
5- eval the training
what is train need analysis ID
task analysis is like what you need to do broad competency and specific skills
List out skill subtasks task and freq
establish performance standards
learn on or off job
perofrmance anlysis
concrete objectives
what is perform analysis
- Determine if training will rectify deficiency
- Is there training needed (can’t do) or a won’t do (don’t think I should do this)
what is instructional design
actual content for program produced
options for train design
programmed, informal, classroom, blended , on the job, apprentice shop, instructions, behaviour model , elearn, video confrence, simulated
program learning is and adv/dis adv
systematic method for teach job skills and medium for training two major considerations
* Adv: reduce training time by 1/3, learn at own pace, reduce risk error, immediate feedback
* Drawback is cost to dev
3 components program learn
pres facts and q to learner
o Allow person to respond
o Provide feedback
informal learning is
- Colleague show you something in person work, dimish in hybrid work environment 2/3 of learning this way
- Good for industrial training
classroom training is
- Primary method to train in org context in or outside, quick way to share lots of info
blended learning is
- Combo of instructor and online e-learn good result if watch in advance and dig into discussion together, jump into application and reflection access right away
OTJ trianing adv
- Adv- inexpensive but can be if someone else showing, learn while producing, don’t need expensive facility, quick feedback
apprenticship is
combo in-class training and on the job training with master, apply right away, learn a bit and go out to do right away
behavioral model procedure
role play, social reinforcement and transfer training
e learn adv and critical factors
- Critical factor: must be done well and store content management, how we facilitate this learning, support learners
- Advantages – instructional consistency-no bad days for instructors, flexibility- do when needed, increased motivation-to do program
3 options e learn
buy exist product, make one or use production company
EPS is web based learning and is
- Computer based job aids or sets of computerized tools and displays that automate training, documentation and phone support
what is vlidation
pilot study/test and have control group to assess effectiveness training and achieve goals
ID issues and test to see if produce desired skill
what is implement
Deliver final version by professional or in-house trainers who attend train-the-trainer workshops
what is eval of training
transfer training to actual job
Are they better, more motivated, greater level of competency
important things to eval
1- better
2- training appropriate
3- positive reinforcement
4- Measure on basis of learn as much as they can or as fast, is there a better method?
2 issues eval
- Design eval study and if controlled expirement used
- Training effect to be measured
design study concern
training causes result we can measure not something like wage increase
ways to measure
- Tim series design: measure pre and post training cant be sure other factor at the same tie
- Evaluate training through controlled experimentation – using formal methods for testing the effectiveness of a program; with control group and with tests before and after—best method.–> org wide or just train group
training effect to meaudre
- Reactions – trainee reaction to the program
- Learning – did leaning of facts, principles, or skills take place
- Behavior – did on-the-job behavior change measures degree transfer
- Results – did organizational metrics improve
when is training ineffective
ineffective when environmental factors are cause of poor performance
specefic training groups
literacy, global literacy, customer service, diversity
global litercy does what
dev leaader at 4 levels of business for success incl:
Personal- understand and value oneself
Social – engage and challenge other people
Business- focus and mobilze bus
Cultural
* * Cross-cultural communication training * Cultural sensitivity training
customer service training goals
Goals: Product knowledge and teat customers in hospitable manner
diversity training approach
cross culture communication on cultural etiquette and culture sensitivity train sensitize employee to view of diff cultural groups
training for teamwork goal
How to know and understand each other
why do many change effort fail
o Fail deliver anticipated benefit
o Abandon before complete
o Org charts change but people same
goals of change effort
innovation, sustain, global
org goals rn
o Move multi national
o Merger
o Tech change
o DEI change
why do change fail
o Will not resource change initiatives resources not enough invested
o Time complex
o Training and support important part of it
o Importance of helping all employees understand what, why, why now, etc.
o Involving team in determining the what, why, and why now: get on board, support implementation, understand complexity
Lewin change model 2 forces and 3 steps
Behavior in org product of 2 forces 1- maintain status quo and 2- push for change
Implement change = reduce forces for status quo or build up forces for change
3 step process unfreeze, moving, refreeze
managing change steps
1- urgency
2- joint diagnose prob to mobilze commitment
3- create guidng colation: group that move forward (influential people)
4- dev and shre vision and benefit of change
5- help employee make change
6- ain SR accomplishment
7- reinforce
8- monitor
what is OD
o Change process involve employee and they formulate and implement they diagnose problem and agree on vision and solution
OD charecterisitics
o 1- Involves action research – collecting internal data for employee to find problems
o 2- Applies behavioral science to improve effectiveness and changes org in direction
o 3- changes org in direction toward empowerment and increase problem solving
what is career dev
Lifelong series activities like workshops to contribute to career exploration and success
career plan
process become aware of skills knowledge etc find info on diff opp to consider ID career related goals and make decision some action plans
career
series of work related pos not specific to individual helping them grow in skills success and fulfillment
how career dev is today
progress = more likley to stay
o Manager: provides feedback/coaching & developmental opportunities, supports, refers
o Employee has final responsibility, you have to ask, lifelong learning, adaptability
- Pursue work 4 reasons
1- passion 2- enjoyment 3- obligation morally 4- desire make prosocial diff
pyschological contract now is
unwritten agreement between employers and employee
o ID each party expectations
o Used to be employment for work
o Now challenging rich environment for project then I may stick around for little longer
o Less emphasis longevity and more on transferable skills
o Neither employee or employer commit LR to each other because of turbulent labour market
career anchor is and incl
is concern and value person wont give up if choice to be made
o 1- technical
o 2- managerial
o 3- creative
o 4- autonomy
- Role in career dev ultimately on person
o 4 key skills
sef motivation 2- indpeendant learning – effective time management and self promotion
purpsoe of why firms do career management
o Motivation
o Loyalty
o ID managerial potential
hwo to career manage
o Understand strength
o Must have and preferences
o Transferable skills
how to mange promos
o Fairness of process and transparency is crucial, ID high performers and give opp to see and groom and ready them
what is indidviudal contributor
o Move up less technical more managing people and selling individual contributor route doesn’t have to relate to manage people
4 major decsion promo
o 1- seniority or compentance
o 2- how competence measured
o 3- formal or informal
o 4- Vertical horizontal or other
what is manager dev program
improve managerial performance by import KSA
o Technical skill not enough leadership skill req coaching give feedback motivating and communication
o Diff ways for management training: cooperate U, how motivate people, how to navigate different team dynamics, coaches mentor, formalize program like MBA , action learning
leadership dev program is
dev growing need for leaders who listen
o Leadership edge employee success = company success
Provide ongoing feedback and recognition for accomplishment
o Can use exec coaches ID strength and weakness to capitailize on strength and overcome weakness
o Often occurs through formal or mandatory training program
o Self admin less effective than trainer
