training and development. training & development training & developmenttraining &...
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TRAINING AND DEVELOPMENT
Training & DevelopmentTraining & DevelopmentTraining & DevelopmentTraining & Development
• Training & developmentTraining & development– Represents ongoing investment in employees & realizes Represents ongoing investment in employees & realizes
employees are assetsemployees are assets
• Importance of training & developmentImportance of training & development– Rapid technological changes cause skill obsolescenceRapid technological changes cause skill obsolescence– Redesign of work brings need for new skillsRedesign of work brings need for new skills– Mergers & acquisitions have increased need for integrating Mergers & acquisitions have increased need for integrating
employees into different culturesemployees into different cultures– Employees are moving between employers more often, Employees are moving between employers more often,
necessitating trainingnecessitating training– Globalization of business requires new knowledge & skillsGlobalization of business requires new knowledge & skills
• Training & developmentTraining & development– Represents ongoing investment in employees & realizes Represents ongoing investment in employees & realizes
employees are assetsemployees are assets
• Importance of training & developmentImportance of training & development– Rapid technological changes cause skill obsolescenceRapid technological changes cause skill obsolescence– Redesign of work brings need for new skillsRedesign of work brings need for new skills– Mergers & acquisitions have increased need for integrating Mergers & acquisitions have increased need for integrating
employees into different culturesemployees into different cultures– Employees are moving between employers more often, Employees are moving between employers more often,
necessitating trainingnecessitating training– Globalization of business requires new knowledge & skillsGlobalization of business requires new knowledge & skills
Benefits of Training & DevelopmentBenefits of Training & DevelopmentBenefits of Training & DevelopmentBenefits of Training & Development
• Individual employeeIndividual employee– Increased employee marketabilityIncreased employee marketability– Increased employee employability securityIncreased employee employability security
• OrganizationOrganization– Improved bottom line, efficiency & profitabilityImproved bottom line, efficiency & profitability– Increased flexibility in employees who can assume different Increased flexibility in employees who can assume different
& varied responsibilities& varied responsibilities– Reduced layers of managementReduced layers of management– Makes employees more accountable for resultsMakes employees more accountable for results
• Individual employeeIndividual employee– Increased employee marketabilityIncreased employee marketability– Increased employee employability securityIncreased employee employability security
• OrganizationOrganization– Improved bottom line, efficiency & profitabilityImproved bottom line, efficiency & profitability– Increased flexibility in employees who can assume different Increased flexibility in employees who can assume different
& varied responsibilities& varied responsibilities– Reduced layers of managementReduced layers of management– Makes employees more accountable for resultsMakes employees more accountable for results
Setting Training ObjectivesSetting Training ObjectivesSetting Training ObjectivesSetting Training Objectives
• Align/match identified training needs with Align/match identified training needs with training objectivestraining objectives
• Define objectives in specific, measurable termsDefine objectives in specific, measurable terms– Desired employee behaviorsDesired employee behaviors– Results expected to follow from such behaviorsResults expected to follow from such behaviors
• One source of information for setting objectivesOne source of information for setting objectives– Performance deficiency data contained in performance Performance deficiency data contained in performance
management systemmanagement system
• Align/match identified training needs with Align/match identified training needs with training objectivestraining objectives
• Define objectives in specific, measurable termsDefine objectives in specific, measurable terms– Desired employee behaviorsDesired employee behaviors– Results expected to follow from such behaviorsResults expected to follow from such behaviors
• One source of information for setting objectivesOne source of information for setting objectives– Performance deficiency data contained in performance Performance deficiency data contained in performance
management systemmanagement system
Organizational DevelopmentOrganizational DevelopmentOrganizational DevelopmentOrganizational Development
• Training programs focus on individual skill Training programs focus on individual skill acquisition and development to improve acquisition and development to improve productivity as well as assist in obtaining strategic productivity as well as assist in obtaining strategic objectivesobjectives
• In a rapidly changing global environment, In a rapidly changing global environment, organizations much be able to change in response organizations much be able to change in response by undertaking larger-scale changesby undertaking larger-scale changes
• Such activities constitute organizational Such activities constitute organizational development which focuses on the entire development which focuses on the entire organization rather than individual employeesorganization rather than individual employees
• Training programs focus on individual skill Training programs focus on individual skill acquisition and development to improve acquisition and development to improve productivity as well as assist in obtaining strategic productivity as well as assist in obtaining strategic objectivesobjectives
• In a rapidly changing global environment, In a rapidly changing global environment, organizations much be able to change in response organizations much be able to change in response by undertaking larger-scale changesby undertaking larger-scale changes
• Such activities constitute organizational Such activities constitute organizational development which focuses on the entire development which focuses on the entire organization rather than individual employeesorganization rather than individual employees
Exhibit 9.5Exhibit 9.5
Link Between Training & Performance Link Between Training & Performance Management & CompensationManagement & Compensation
Exhibit 9.5Exhibit 9.5
Link Between Training & Performance Link Between Training & Performance Management & CompensationManagement & Compensation
Training can...Training can...Training can...Training can...
• Increase employees’ knowledge of foreign Increase employees’ knowledge of foreign competitors and cultures.competitors and cultures.
• Help ensure that employees have the basic Help ensure that employees have the basic skills to work with new technology,skills to work with new technology,
• Help employees understand how to work Help employees understand how to work effectively in teams to contribute to product effectively in teams to contribute to product and service quality.and service quality.
• Increase employees’ knowledge of foreign Increase employees’ knowledge of foreign competitors and cultures.competitors and cultures.
• Help ensure that employees have the basic Help ensure that employees have the basic skills to work with new technology,skills to work with new technology,
• Help employees understand how to work Help employees understand how to work effectively in teams to contribute to product effectively in teams to contribute to product and service quality.and service quality.
Training can...Training can...Training can...Training can...
• Ensure that the company’s culture emphasizes Ensure that the company’s culture emphasizes innovation, creativity, and learning.innovation, creativity, and learning.
• Ensure employment security by providing new ways Ensure employment security by providing new ways for employees to contribute to the company when: for employees to contribute to the company when:
– their jobs changetheir jobs change– their interests changetheir interests change– their skills become obsoletetheir skills become obsolete
• Prepare employees to accept and work more Prepare employees to accept and work more effectively with each other, particularly with effectively with each other, particularly with minorities and women.minorities and women.
• Ensure that the company’s culture emphasizes Ensure that the company’s culture emphasizes innovation, creativity, and learning.innovation, creativity, and learning.
• Ensure employment security by providing new ways Ensure employment security by providing new ways for employees to contribute to the company when: for employees to contribute to the company when:
– their jobs changetheir jobs change– their interests changetheir interests change– their skills become obsoletetheir skills become obsolete
• Prepare employees to accept and work more Prepare employees to accept and work more effectively with each other, particularly with effectively with each other, particularly with minorities and women.minorities and women.
TrainingTrainingTrainingTraining
• TrainingTraining is a planned effort by a company to is a planned effort by a company to facilitate the learning of employees. facilitate the learning of employees.
• High-leverage training:High-leverage training:– is linked to strategic business goals and objectives, is linked to strategic business goals and objectives, – has top management has top management supportsupport,,– relies on an instructional design model, and relies on an instructional design model, and – is benchmarked to programs in other organizations.is benchmarked to programs in other organizations.
• Continuous learning Continuous learning is a learning system that is a learning system that requires employees to understand the entire work requires employees to understand the entire work process and expects them to acquire new skills, process and expects them to acquire new skills, apply them on the job, and share what they have apply them on the job, and share what they have learned with other employeeslearned with other employees..
• TrainingTraining is a planned effort by a company to is a planned effort by a company to facilitate the learning of employees. facilitate the learning of employees.
• High-leverage training:High-leverage training:– is linked to strategic business goals and objectives, is linked to strategic business goals and objectives, – has top management has top management supportsupport,,– relies on an instructional design model, and relies on an instructional design model, and – is benchmarked to programs in other organizations.is benchmarked to programs in other organizations.
• Continuous learning Continuous learning is a learning system that is a learning system that requires employees to understand the entire work requires employees to understand the entire work process and expects them to acquire new skills, process and expects them to acquire new skills, apply them on the job, and share what they have apply them on the job, and share what they have learned with other employeeslearned with other employees..
© 2008 Prentice Hall, Inc. All rights reserved. 8–10
Training MethodsTraining MethodsTraining MethodsTraining Methods
• On-the-Job TrainingOn-the-Job Training
• Apprenticeship TrainingApprenticeship Training
• Informal LearningInformal Learning
• Job Instruction TrainingJob Instruction Training
• LecturesLectures
• Programmed LearningProgrammed Learning
• Audiovisual TrainingAudiovisual Training
• Simulated Training (also Vestibule Training)Simulated Training (also Vestibule Training)
• Computer-Based Training (CBT)Computer-Based Training (CBT)
• Electronic Performance Support Systems (EPSS)Electronic Performance Support Systems (EPSS)
• Distance and Internet-Based TrainingDistance and Internet-Based Training
• On-the-Job TrainingOn-the-Job Training
• Apprenticeship TrainingApprenticeship Training
• Informal LearningInformal Learning
• Job Instruction TrainingJob Instruction Training
• LecturesLectures
• Programmed LearningProgrammed Learning
• Audiovisual TrainingAudiovisual Training
• Simulated Training (also Vestibule Training)Simulated Training (also Vestibule Training)
• Computer-Based Training (CBT)Computer-Based Training (CBT)
• Electronic Performance Support Systems (EPSS)Electronic Performance Support Systems (EPSS)
• Distance and Internet-Based TrainingDistance and Internet-Based Training
Designing Effective Training Designing Effective Training ActivitiesActivities
Designing Effective Training Designing Effective Training ActivitiesActivities
1. Needs Assessment• Organizational Analysis• Person Analysis• Task Analysis
2. Ensuring Employees’ readiness for Training• Attitudes and Motivation• Basic Skills
3. Creating a Learning Environment• Identification of learning objectives and training outcomes• Meaningful material• Practice• Feedback• Observation of others• Administering and coordinating program
The Training ProcessThe Training ProcessThe Training ProcessThe Training Process
Designing Effective Training Designing Effective Training ActivitiesActivities (cont.)(cont.)
Designing Effective Training Designing Effective Training ActivitiesActivities (cont.)(cont.)
4. Ensuring Transfer of Training• Self-management strategies• Peer and manager support
5. Selecting Training Methods• Presentational Methods• Hands-on Methods•Group Methods
6. Evaluating Training Programs• Identification of training outcomes and evaluation design.•Cost-benefit analysis
The Training Process
Needs AssessmentNeeds AssessmentNeeds AssessmentNeeds Assessment
Organizational Analysis
Person Analysis
Task Analysis
Ensuring Employee Readiness Ensuring Employee Readiness for Trainingfor Training
Ensuring Employee Readiness Ensuring Employee Readiness for Trainingfor Training
• Motivation to learn Motivation to learn is the desire of the is the desire of the trainee to learn the content of the training trainee to learn the content of the training program. program.
• Self-efficacy Self-efficacy is the employees' belief that is the employees' belief that they can successfully learn the content of the they can successfully learn the content of the training program. training program.
• Motivation to learn Motivation to learn is the desire of the is the desire of the trainee to learn the content of the training trainee to learn the content of the training program. program.
• Self-efficacy Self-efficacy is the employees' belief that is the employees' belief that they can successfully learn the content of the they can successfully learn the content of the training program. training program.
Ensuring Employee Readiness Ensuring Employee Readiness for Trainingfor Training
Ensuring Employee Readiness Ensuring Employee Readiness for Trainingfor Training
• Managers can increase employees' self-efficacy level by:Managers can increase employees' self-efficacy level by:– Letting employees know that the purpose of training is to Letting employees know that the purpose of training is to try to try to
improve performanceimprove performance rather than to rather than to identify identify areas in which areas in which employees areemployees are incompetent.incompetent.
– Providing as much information as possible about the training Providing as much information as possible about the training program and purposeprogram and purpose of training prior to the actual training of training prior to the actual training..
– Showing employees the training success of their peersShowing employees the training success of their peers who are who are now in similar jobs.now in similar jobs.
– Providing employees with feedbackProviding employees with feedback that learning is under their that learning is under their control and they have the ability and the responsibility to control and they have the ability and the responsibility to overcome any learning difficulties they experience in the overcome any learning difficulties they experience in the programprogram..
• Managers can increase employees' self-efficacy level by:Managers can increase employees' self-efficacy level by:– Letting employees know that the purpose of training is to Letting employees know that the purpose of training is to try to try to
improve performanceimprove performance rather than to rather than to identify identify areas in which areas in which employees areemployees are incompetent.incompetent.
– Providing as much information as possible about the training Providing as much information as possible about the training program and purposeprogram and purpose of training prior to the actual training of training prior to the actual training..
– Showing employees the training success of their peersShowing employees the training success of their peers who are who are now in similar jobs.now in similar jobs.
– Providing employees with feedbackProviding employees with feedback that learning is under their that learning is under their control and they have the ability and the responsibility to control and they have the ability and the responsibility to overcome any learning difficulties they experience in the overcome any learning difficulties they experience in the programprogram..
SKILLS
Basic SkillsBasic SkillsBasic SkillsBasic Skills
Cognitive Ability -verbal comprehension,quantitativeability, and reasoning ability
Reading Ability -the difficulty level of writtenmaterials
Creating a Learning Creating a Learning EnvironmentEnvironment
Creating a Learning Creating a Learning EnvironmentEnvironment
• Employees need to know why they should Employees need to know why they should learn.learn.
• Employees need meaningful training content.Employees need meaningful training content.
• Employees need to have opportunities to Employees need to have opportunities to practice.practice.
• Employees need feedback.Employees need feedback.
• Employees need to know why they should Employees need to know why they should learn.learn.
• Employees need meaningful training content.Employees need meaningful training content.
• Employees need to have opportunities to Employees need to have opportunities to practice.practice.
• Employees need feedback.Employees need feedback.
Creating a Learning Creating a Learning EnvironmentEnvironment
Creating a Learning Creating a Learning EnvironmentEnvironment
• Employees learn by observing, experiencing, Employees learn by observing, experiencing, and interacting with others. and interacting with others.
• Employees need the training program to be Employees need the training program to be properly coordinated and aproperly coordinated and aadministeredadministered. .
• Employees need to commit training content Employees need to commit training content to memory. to memory.
• Employees learn by observing, experiencing, Employees learn by observing, experiencing, and interacting with others. and interacting with others.
• Employees need the training program to be Employees need the training program to be properly coordinated and aproperly coordinated and aadministeredadministered. .
• Employees need to commit training content Employees need to commit training content to memory. to memory.
Transfer of TrainingTransfer of TrainingTransfer of TrainingTransfer of Training
TransferofTraining
Climate fortransfer
Opportunity to uselearned capability
TechnologicalSupport
Self-managementskills
Manager support
Peer Support
Selecting Training MethodsSelecting Training MethodsSelecting Training MethodsSelecting Training Methods
• Presentation MethodsPresentation Methods– Instructor-led classroom instructionInstructor-led classroom instruction– Distance learningDistance learning– Audiovisual techniquesAudiovisual techniques– Mobile technologiesMobile technologies
• Hands-on MethodsHands-on Methods– On-the-job trainingOn-the-job training– Self-directed learningSelf-directed learning– SimulationsSimulations– Business games and case studiesBusiness games and case studies– Behavior modelingBehavior modeling– Interactive videoInteractive video– E-learningE-learning
• Presentation MethodsPresentation Methods– Instructor-led classroom instructionInstructor-led classroom instruction– Distance learningDistance learning– Audiovisual techniquesAudiovisual techniques– Mobile technologiesMobile technologies
• Hands-on MethodsHands-on Methods– On-the-job trainingOn-the-job training– Self-directed learningSelf-directed learning– SimulationsSimulations– Business games and case studiesBusiness games and case studies– Behavior modelingBehavior modeling– Interactive videoInteractive video– E-learningE-learning
Outcomes Used in Evaluating Outcomes Used in Evaluating Training ProgramsTraining Programs
Outcomes Used in Evaluating Outcomes Used in Evaluating Training ProgramsTraining Programs
OUTCOME
Cognitive Outcomes
Skill-based Outcomes
Affective Outcomes
Results
Return on Investment
WHAT IS MEASURED•Acquisition of Knowledge
•Behavior •Skills
•Motivation•Reaction to Program•Attitudes
•Company Payoff
•Economic value of Training
HOW MEASURED•Pencil and paper tests•Work sample
•Observation•Work sample•Ratings
•Interviews•Focus groups•Attitude surveys
•Observation•Data from information system or performance records
•Identification and comparison of costs and benefits of the program
• Pretest/Posttest Pretest/Posttest with Comparison with Comparison GroupGroup
• Posttest only with Posttest only with comparison comparison Group Group
• Pretest/PosttestPretest/Posttest
• Pretest/Posttest Pretest/Posttest with Comparison with Comparison GroupGroup
• Posttest only with Posttest only with comparison comparison Group Group
• Pretest/PosttestPretest/Posttest
Evaluation DesignsEvaluation DesignsEvaluation DesignsEvaluation Designs
• Posttest Only
• Time Series
Determining Return on InvestmentDetermining Return on InvestmentDetermining Return on InvestmentDetermining Return on Investment
• Cost-benefit analysisCost-benefit analysis is the process of is the process of determining the economic benefits of a training determining the economic benefits of a training program using accounting methods.program using accounting methods.
• Determining costsDetermining costs• Determining benefitsDetermining benefits• Making the analysisMaking the analysis
• Cost-benefit analysisCost-benefit analysis is the process of is the process of determining the economic benefits of a training determining the economic benefits of a training program using accounting methods.program using accounting methods.
• Determining costsDetermining costs• Determining benefitsDetermining benefits• Making the analysisMaking the analysis