Dessler Fund5 07

Class Activity (about 30 minutes)
https://tinyurl.com/eeojobpost
•  Find at least 5 employment ads online that
suggest that the company is family friendly and/or
should appeal to minority groups (or should not
discriminate against any minority group).
•  Try to see what these employments ads are doing
to be family friendly and anti-discriminatory.
•  Suggestions for employment ads:
–  Indeed.ca
–  Workopolis.com
–  Monster.ca
Copyright © 2019, 2016, 2014 Pearson Education, Inc. All Rights Reserved
Explain how to do background checks on
job candidates
Background Investigations and Reference
Checks (p. 176-177)
•  What to Verify: legally allowed to work, previous
employment, education, identification, criminal
record (except in Hawaii and Massachusetts)
•  Collecting Background Information
•  Checking Social Networking Sites
•  Reference Check Effectiveness
Know Your Employment Law (p. 178-180)
•  References
–  Defamatory: if it is false and harmful to the
reputation of someone by lowering the person in
the estimation of the community or by deterring
other persons from dealing with him or her
•  Using Pre-employment Information Services
–  Some organizations may prefer to hire
background checking businesses; e.g., ADP,
Hireright, LEXIS-NEXIS Screening Solutions &
Employment Background Investigations
Know Your Employment Law (p. 180-
Honesty Testing:
•  Polygraph Tests (or
lie detector)
•  Paper-and-Pencil
Honesty Tests
•  Graphology: writer’s
basic personality
traits are expressed
through handwriting
Know Your Employment Law (p. 182)
•  Medical Exams
•  Drug Screening
•  Realistic Job Previews
•  Tapping Friends and Acquaintances
•  Making the Selection Decision
Discuss how to use employee selection
methods to raise the level of a company’s
employee engagement
Employee Engagement Guide (p. 184-185)
•  Engagement: connected to doing one’s job
•  Building Engagement à “kaizen”: having workers
improve job processes through worker
commitment to top quality (or improvement)
•  For example, Toyota hires intelligent, educated
and engaged people
Employee Engagement Guide (p. 184-185)
•  The Toyota Way
1.  An in-depth online application (20-30 min.)
2.  A 2-to-5-hour computer-based assessment
3.  6-to-8-hour work simulation assessment
4.  A face-to-face interview
5.  A background check, drug screen and
medical test
6.  Job offer
Summary
1.  Screening and selecting job candidates
2.  The many types of personnel tests
3.  Factors that can undermine the usefulness of an
interview
4.  Screening tools
5.  Candidates with high potential tend to be
engaged
4th ePortfolio submission (out of 7)
Ethics & Out of Control Interview (p. 189)
Example of a stress interview:
https://www.youtube.com/watch?v=Qm1eAOzMy8k
•  Answer questions 6-17 to 6-19
•  Recall what we learned about ethics for the last
two courses. What is fair and unfair about stress
interviews?
•  Send your complete answers to
mariakasuncion@gmail.com
Fundamentals of Human Resource
Management
Fifth Edition
Chapter 7
Training and
Developing
Employees
Learning Objectives (1 of 2)
1.  Summarize the purpose and process of
employee orientation.
2.  Give an example of how to design onboarding to
improve employee engagement.
3.  List and briefly explain each of the five steps in
the training process.
4.  Explain how to use five training techniques.
Learning Objectives (2 of 2)
5.  Answer the question, “What is organizational
development and how does it differ from
traditional approaches to organizational
change?”
6.  Explain what to consider in evaluating the
effectiveness of a training program.
Summarize the purpose and process of
employee orientation
Employee Orientation (p. 198)
1.  Make the new employee feel welcome
2.  Make sure the new employee has the basic
information
3.  Help the new employee understand the
organization in a broad sense
4.  Start socializing the person into the firm’s culture
and ways of doing things
The Orientation Process (p. 199)
Employment Law
•  The Employee Handbook
Give an example of how to design
onboarding to improve employee
engagement
Employee Engagement: Onboarding at
Toyota
•  Day 1: Involves welcoming the employees and
overview of the organizational structure and culture
•  Day 2: Involves communication, mutual respect,
teamwork, and open communication values overview
•  Day 3: Involves 2.5–3 hours devoted to
communication and feedback training
•  Day 4: Involves teamwork training and Toyota
suggestion system
List and briefly explain each of the five
steps in the training process
Employment Law (p. 201)
•  Training: the process of teaching new or current
employees the basic skills they need to perform
their jobs
•  Aligning Strategy and Training
The ADDIE Five-Step Training Process (p. 201)
1.  Analyze the training need
2.  Design the overall training program
3.  Develop the course
4.  Implement training by targeting employee
groups using methods
5.  Evaluate the course’s effectiveness
Ways to Identify How Current Employees are Doing (p. 204)
•  Performance appraisals
•  Job-related performance data
•  Observations by supervisors or other specialists
•  Interviews with the employee or his/her supervisor
•  Tests of job knowledge, skills, and attendance
•  Attitude surveys
•  Individual employee daily diaries
•  Assessment center results
•  Special performance gap analytical software
Designing the Training Program (p. 205)
•  Setting Learning Objectives
–  Also known as training, development, learning
or instructional objectives
–  These should specify in measurable terms
what the trainee should be able to do after
successfully completing the training program
•  Creating a Motivating Learning Environment
Developing the program (p. 206)
•  Program development: means choosing and
assembling the actual content the program will
present, as well as choosing the specific
instructional methods
•  Implementation: actually provide the training,
using one or more of the instructional methods
Explain how to use five training
techniques
Types of Training (p. 207)
•  On-the-Job Training: training a person to learn a
job while working on it
•  Types of On-the-Job Training
–  Coaching
–  Understudy method
•  Apprenticeship Training: a structured process by
which people become skilled workers through a
combination of classroom instruction and on-the-
job training
Some Popular Apprenticeships
•  Able seaman •  Electrician
•  Carpenter •  Elevator constructor
•  Chef •  Fire medic
•  Child care development •  Law enforcement agent
specialist •  Over-the-road truck
•  Construction craft laborer driver
•  Dental assistant •  Pipefitter
Types of Training (p. 208-209)
•  Informal Learning
–  Conversations with employees
–  Watching coworkers
–  Informal online learning
•  Job Instruction Training (JIT): listing each job’s
basic tasks, along with key points, to provide step-
by-step training for employees
•  Lectures
Programmed Learning (p. 209)
•  Defined as a systematic method for teaching job
skills, involving presenting questions or facts,
allowing the person to respond, and giving the
learner immediate feedback on the accuracy of his
or her answers
1.  Presenting questions, facts or problems
2.  Allowing the person to respond
3.  Providing feedback on the accuracy of answers,
with instructions on what to do next
•  Behavior Modeling: a training technique in which
trainees are first shown good management
techniques in a film, are asked to play roles in a
simulated situation, and are then given feedback
and praise by the supervisor
•  Audiovisual-Based Training and
Videoconferencing
•  Vestibule Training: trainees learn on actual or
simulated equipment but are trained off the job
•  Electronic Performance Support Systems (EPSS):
computerized tools and plays that automate
training, documentation, and phone support
•  Job Aid: a set of instructions, diagrams, or similar
methods available at the job site to guide worker
•  Computer-based Training (CBT)
•  Simulated learning
•  Online/Internet-Based Learning
•  Learning Portal: a section of employer’s website
that offers online access to training courses
•  The Virtual Classroom: teaching method that uses
special collaboration software to teach remotely
•  Mobile and Microlearning: learning via devices
•  Web 2.0: learning that uses online technologies;
e.g., social networks, chat rooms and blogs
•  Lifelong Learning: provides employees with
continuing learning experiences over their tenure
with the firm; aims to give opportunities to workers
•  Literacy Training: giving employees writing and
speaking exercises
•  Diversity Training: improves cross-cultural training
Team Training (p. 215-216)
•  Cross Training: training employees to do different
tasks or jobs than their own; e.g., flexibility and job
rotation
•  Technical Training
•  Interpersonal Skills Training
Answer the question, “What is
organizational development and how does
it differ from traditional approaches to
organizational change?”
Organizational Change (p. 223-224)
•  Organization development: a change process through
which employees formulate the change that’s required
and implement it
–  Action research: collecting data about a group,
department, or organization, and feeding the
information back to employees
–  Behavioural science
–  Change the organization in a particular direction
Explain what to consider in evaluating the
effectiveness of a training program
Evaluating the Training Effort (p. 224-225)
•  Design the Study
–  Time Series
–  Controlled Experimentation
•  Training Effects to Measure
–  Reaction
–  Learning
–  Behavior
–  Results
Example Training Evaluation Form
Summary
1.  New employees must be trained
2.  There is more to orienting employees than introducing
them to coworkers
3.  ADDIE outlines the training process
4.  Specific training methods were covered
5.  New managers often get on-the-job training
6.  Managers must execute organizational change programs
7.  Organizational training efforts need to be evaluated
5th ePortfolio submission (out of 7)
The Career Planning Program (p. 289-290)
•  Answer questions 9-20 to 9-22
•  The word “dead-end” means not going further
•  Send your complete answers to
mariakasuncion@gmail.com
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Class Activity (about 30 minutes)

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