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Copyright 2002 by The McGraw-Hill Companies, Inc. All rights reserved.

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Chapter

1
Introduction: Training for Competitive Advantage

Copyright 2002 by The McGraw-Hill Companies, Inc. All rights reserved.

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What is training?
Training

refers to a planned effort by a company to facilitate employees learning of job-related competencies. The goal of training is for employees to
master

the knowledge, skill, and behaviors emphasized in training programs, and apply them to their day-to-day activities
Copyright 2002 by The McGraw-Hill Companies, Inc. All rights reserved.

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Training Design Process

Conducting Needs Assessment Ensuring Employees Readiness for Training Creating a Learning Environment

Developing an Evaluation Plan

Ensuring Transfer of Training

Select Training Method

Monitor and Evaluate the Program

Copyright 2002 by The McGraw-Hill Companies, Inc. All rights reserved.

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Assumptions of Training Design Approaches Training design is effective only if it helps employees reach instructional or training goals and objectives. Measurable learning objectives should be identified before training. Evaluation plays an important part in planning and choosing a training method, monitoring the training program, and suggesting changes to the training design process.

Copyright 2002 by The McGraw-Hill Companies, Inc. All rights reserved.

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Forces Influencing the Workplace and Training

Globalization Need

for leadership Attracting and winning talent Quality emphasis Changing demographics and diversity of the work force New technology
Copyright 2002 by The McGraw-Hill Companies, Inc. All rights reserved.

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Skills needed to manage a diverse workforce include:

Communicating effectively with employees from a wide variety of backgrounds. Coaching and developing employees of different ages, educational backgrounds, ethnicities, physical abilities, and races. Providing performance feedback that is free of values and stereotypes based on gender, ethnicity, or physical handicap. Creating a work environment that allows employees of all backgrounds to be innovative.

Copyright 2002 by The McGraw-Hill Companies, Inc. All rights reserved.

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Roles and Competencies of Trainers

Roles Analysis/Assessment Role Development Role Competencies Industry understanding; computer competence; data analysis skill; research skill Understanding of adult learning; skills in feedback; writing, electronic systems, and preparing objectives

Strategic Role

Career development theory; business understanding; delegation skills; training and development theory; computer competence
Adult learning principles; skills related to coaching, feedback, electronic systems, and group processes Computer competence; skills in selecting and identifying facilities; cost-benefit analysis; project management; records management
Copyright 2002 by The McGraw-Hill Companies, Inc. All rights reserved.

Instructor/Facilitator Role Administrator Role