Download Employee Training and Development: Orientation, Processes, and Methods - Prof. Nguyễn and more Summaries Training and Development in PDF only on Docsity! Fundamentals of Human Resource Management FOURTH EDITION GLOBAL EDITION Copyright © 2016 Pearson Education, Ltd. Ga aa Dessler aT Session 7&8 Chapter 7 Training and Developing Employees D (— > N Dy ( +) Objective 2: List and briefly explain each of the five steps in the training process Training Process “* Training refers to the methods used to give new or present employees the skills they need to perform their jobs “* Training plays a key role in the performance management process, to ensure that employees are working toward organizational goals Ways to Identify How Current Employees are Doing 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 How to Motivate the Trainee BUILDING YouR MANAGEMENT SKILLs: How to Motivate the Trainee Beyond that, motivation theory provides useful guidance. We can summarize such motivational points as follows. Make the Learning Meaningful Learners are more motivated to learn something that has meaning for them. Therefore: 1. At the start of training, provide a bird's-eye view of the material that you are going to present. For example, show why it’s important, and provide an overview. Use familiar examples. Organize the information so you can present it logically, in meaningful units. Use terms and concepts that are already familiar to trainees. Use visual aids. Create a perceived training need in trainees’ minds.” In one study, pilots who experienced pretraining, accident-related events subsequently learned more from an accident-reduction training program than did those experiencing fewer such events.” At least, “before the training, managers need to sit down and talk with the trainee about why they are enrolled in the class, what they are expected. to learn, and how they can use it on the job." Reinforce the Learning Make sure the learner gets plenty of feedback. In particular: 1. Trainees learn best when the trainers immediately reinforce correct responses, perhaps with a quick “well done.” 2. The learning curve goes down late in the day. Partial-day training is generally superior to full day training. 3. Provide follow-up assignments at the close of training, so trainees are reinforced by having to apply back on the job what they've learned.” 4. Incentivize. Some companies, such as Hudson Trail outfitters, an outdoor-gear retailer, offer trainees incentives of outdoor gear for completing each training program segment. 5. Trainees learn best at their own pace. If possible, let them pace themselves. 6. Goal-setting is important. In one study, some trainees set goals at the start of the program for the skills they were being taught. After training, they were rated more highly on these skills than were those who hadn't set goals.* Dip & The Role of Management Development Program > Management development is any attempt to improve managerial performance by imparting knowledge, changing attitudes, or increasing skills > Management development programs should reflect the firm’s strategic plans 1. On-The-Job Training methods au fF wh The case study Management games Outside seminars University-related programs Role playing Corporate universities...
