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CORE COURSE IN
HUMAN RESOURCE MANAGEMENT IN THE GLOBAL ENVIRONMENT
Academic year
2007 - 2008
Training and
Development
Objectives
After studying this unit, you should be able to:
1
Designing Effective Training
Systems
Irwin/McGraw-Hill
Task Analysis
-Select the job to be analyzed
-Develop a list of tasks
-Verify the importance of tasks
-Identify knowledge, skills,
abilities needed to perform
Irwin/McGraw-Hill each task
Irwin/McGraw-Hill
2
Ensuring Employees’ Readiness
for Training
Motivation to learn can be increased by
ensuring that employees …
believethey
believe they can
canlearn
learn training
training content
content
understand the
understand thebenefits
benefits ofoftraining
training
areaware
are aware of
of their
their career
career interests,
interests, training
training needs
needs and
and
goals
goals
understand the
understand theeffects
effectsofofwork
work environment
environment
situationalconstraints
zz situational constraints(are
(arethere
thereproper
propertools,
tools,equipment,
equipment,materials,
materials,
budgetarysupport,…?)
budgetary support,…?)
socialsupport
zz social support(are
(aremanagers/peers
managers/peerswilling
willingtotoprovide
providefeedback
feedbackand
and
reinforcement?)
reinforcement?)
possess basic
possess basic (literacy)
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(literacy) skills
skills
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Creating a Learning
Environment
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3
Designing Effective Training
Systems
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Climate for
Climate for transfer
transfer
Make self-management
Make self-management aa part
part of
of
training
training
Opportunities to
Opportunities to use
use training
training
Peer and
Peer and manager
manager support
support
Technological support
Technological support
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Irwin/McGraw-Hill
4
Training Methods
11 PresentationTechniques
Presentation Techniques
classroominstruction
99 classroom instruction
distancelearning,
99 distance learning,and
andaudio
audiovisual
visual
22 Hands-onTechniques
Hands-on Techniques
on-the-jobtraining
99 on-the-job training(OJT)
(OJT)
self-directedlearning
99 self-directed learning
apprenticeship
99 apprenticeship
simulations
99 simulations
businessgames,
99 business games,case
casestudies
studies
behaviormodeling
99 behavior modeling
interactivevideo
99 interactive video
33 Group-buildingmethods
Group-building methods
adventure(wilderness)
99 adventure (wilderness)learning
learning
Irwin/McGraw-Hill teamtraining,
99 team training,and
andaction
actionlearning
learning
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5
Evaluating Training Programs
Four levels of evaluation include:
Level 1: Reaction Evaluating the satisfaction of the participants with contents,
teaching staff, methodologies, equipment,…
Level 2: Learning Evaluating how many and which kind of knowledge, abilities
and attitudes have been transferred to participants (traditional
“exams” to check participants’ knowledge)
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Factors in Choosing an
Evaluation Design
Size of
Size of program
program
Purpose
Purpose
Implications ifif program
Implications program fails
fails
Company norms
Company norms
Costs of
Costs of conducting
conducting evaluation
evaluation
Speed needed
Speed needed in
in obtaining
obtaining data
data on
on
program effectiveness
program effectiveness
Irwin/McGraw-Hill
6
Three Phases of Socialization
Cross-Cultural Preparation
Educating employees (expatriates) and their
families who are to be sent to a foreign country
PHASES
•Predeparture Phase: language training, info
about new country’s culture & customs
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7
Comparison between Training
and Development
Training Development
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Goal
Setting
Reality - devise short-
Check and long-term
Self- developmental
- feedback on plans
Assessment
skills, knowledge
- determine
career interests,
values, aptitudes
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Employee Development
Experiences
Promotion Vertical assignments
Lateral moves
- job rotation - delegation of more
- lateral transfers significant tasks
Enlargement
Job
of current job Transfers
Rotation
experiences
Temporary
Downward move assignment
with another
organization
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8
Special Issues
Melting the
Melting the Glass
Glass Ceiling
Ceiling
Succession Planning
Succession Planning
Dysfunctional Managers
Dysfunctional Managers
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