Human Resource management 7

© 2011 by Nelson Education Ltd.
Training
• Process whereby people acquire the necessary knowledge, skills and abilities to perform jobs
© 2011 by Nelson Education Ltd.
Benefits of Strategic Training
• Allows HR and training professionals to get intimately involved with the business • Partner with managers to help solve problems that increase organizational results • Prevents HR and Training Staff from chasing the latest fad in training – focus on specific issues • Reduces notion that training can fix all the issues
Human Resources Management
7
© 2011 by Nelson Education Ltd.
Agenda
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Housekeeping
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Learning Objectives
– Mentoring – Experiential learning
• Coming from operational budgets – not necessarily training budget – number may be skewed – not necessarily decreasing
© 2011 by Nelson Education Ltd.
Socialization
• Socialization enhances person/organization fit • Reinforces positive view of job • Electronic resources used to greater degree to deliver orientation programs
© 2011 by Nelson Education Ltd.
Learning Styles
• Trainers must be cognizant of individual learning styles • Develop program that takes into account
© 2011 by Nelson Education Ltd.
Effective Orientation
• Establishes favourable employee impression • Provides organization and job information • Enhances interpersonal acceptance by coworkers • Accelerates socialization and integration into the organization • Ensures productivity begins more quickly
© 2011 by Nelson Education Ltd.
Performance Consulting
• Process in which a trainer and the organizational client work together to determine what needs to be done to improve results
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Organizational Competitiveness
• Skills shortage and training expenditures are expected to increase • Training budgets are actually decreasing • Becoming more informal
© 2011 by Nelson Education Ltd.
Advantages of Orientation
• • • • • Reduces anxiety Better job performance Higher retention rates Employees produces more quickly Lower grievance rates – because clear expectations outlined
© 2011 by Nelson Education Ltd.
Introduction
• Internet and web has made a significant difference to the way employers deliver training to employees • Strategic training imperative – show a return on investment to the organization • Competitive pressures require employees whose knowledge is current and whose abilities can deliver results.
• By the end of this chapter, you should be able to:
– Define orientation and discuss why employee orientation programs are vital to the acclimatization of new employees to the organization – Define training and discuss why a strategic approach is important – Introduce the four phases of the training process
© 2011 by Nelson Education Ltd.
Training Design
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Learner Readiness
• Learners must:
– Have basic skills to take part in training – Be motivated to learn – Possess self-efficacy – believe they can learn
New Context of Training
• Training evolved in last decade • Changes to technology, competitive environment • Impact on:
– Organizational competitiveness – Knowledge management – Revenue – Performance
© 2011 by Nelson Education Ltd.
Performance Consulting
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Linking Organizational Strategies and Training
© 2011 by Nelson Education Ltd.
© 2011 by Nelson Education Ltd.
Orientation
• Planned introduction of new employees to their jobs, co-workers and the organization • Requires cooperation between HR, operating managers and supervisors • Exposes employees to culture of organization • Introduces them to policies, procedures, practices, etc. • Orientation designed to assist the organization in achieving strategic goals
© 2011 by Nelson Education Ltd.
Learning Objectives (cont’d)
– Identify three types of analyses used to determine training needs – Discuss training design, learner readiness, and ability to learn – Explain internal, external, and e-learning as training delivery approaches – Give an example for each of the four levels of training evaluation – Describe the importance of intercultural competence training for global employers
© 2011 by Nelson Education Ltd.
Needs Assessment
© 2011 by Nelson Edishing Training Objectives
• Knowledge Gap? • Skill Gap? • Attitude?
© 2011 by Nelson Education Ltd.
Knowledge Management
• The way an organization identifies and leverages knowledge in order to be competitive • Training is needed to properly ‘manage’ knowledge management
– Focuses on identifying and addressing root causes of performance problems – Recognizes that interaction of individual and organizational factors influence employee performance – Documenting actions/accomplishments of high performers and comparing them to more typical performers
© 2011 by Nelson Education Ltd.
Systematic Training Process
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Developing Strategic Training Plans
• • • • • • Is there a need? Who needs to be trained? Who will do training? What form will training take? How will knowledge be transferred on the job How will training be evaluated?