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T&D Costs
Over $50 billion every year on formal T&D programs Average annual expenditure per employee for training rose to $955, but averaged $1,368 per employee in large organizations Purpose of T&D - Improved performance
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Learning Organization
Firms that recognize critical importance of continuous performance-related training and development and take appropriate action Workers rewarded for learning and provided enriched jobs, promotions, and compensation Organizations with reputation of being learning leader attract more and better qualified employees
2008 by Prentice Hall 7-7
Learning Generalizations
Learners progress in area of learning only as far as need to achieve purposes Best time to learn is when learning can be useful Try to space out training sessions
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Just-in-time Training
Training provided anytime, anywhere in the world when it is needed
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Blended Training
Firms utilize a number of methods for imparting knowledge and skills to workforce Usually more than one method, called blended training, is used to deliver the training
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T&D Methods
Instructor-Led Case Study Behavior Modeling Role Playing Business Games In-Basket Training On-the-Job Training Job Rotation Internships Apprenticeship Training
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Instructor-Led
Continue to be effective for many types of employee training Convey great deal of information in relatively short time
2008 by Prentice Hall 7-16
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Case Study
T&D method in which trainees study the information provided in the case and make decisions based on it Used in classroom with instructor who serves as facilitator
2008 by Prentice Hall 7-18
Behavior Modeling
T&D method which permits a person to learn by copying or replicating behaviors of others to show managers how to handle various situations Examples - Conducting performance appraisal reviews, correcting unacceptable performance, delegating work, improving safety habits, handling discrimination complaints, overcoming resistance to change, orienting new employees, and mediating individuals or groups in conflict
2008 by Prentice Hall 7-19
Role Playing
T&D method where participants are required to respond to specific problems they may encounter in their jobs by acting out real-world situations Used to teach such skills as: interviewing grievance handling performance appraisal reviews conference leadership team problem solving communication
2008 by Prentice Hall 7-20
Business Games
Permits participants to assume roles such as president, controller, or marketing vice president of two or more similar hypothetical organizations and compete against each other by manipulating selected factors in a particular business situation
2008 by Prentice Hall 7-21
In-Basket Training
Exercise in which participant is asked to establish priorities for and then handle a number of business papers or e-mail messages such as memoranda, reports, and telephone messages that would typically cross a managers desk
2008 by Prentice Hall 7-22
On-the-Job Training
Informal T&D method that permits an employee to learn job tasks by actually performing them Most commonly used T&D method No problem transferring what has been learned to the task
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Job Rotation
Employees move from one job to another to broaden experience Helps new employees understand variety of jobs
2008 by Prentice Hall 7-24
Internships
Training approach where university students divide time between attending classes and working for organization Excellent means of viewing potential permanent employee at work Students are enabled to integrate theory with practice
2008 by Prentice Hall 7-25
Apprenticeship Training
Combines classroom instruction with on-the-job training Traditionally used in craft jobs Apprentice earns less than master craftsperson who is instructor
2008 by Prentice Hall 7-26
Corporate Universities
T&D delivery system provided under the umbrella of the organization Focus on creating organizational change Proactive and strategic Growth attributed to universities flexibility Estimated 2,000 in U.S.
2008 by Prentice Hall 7-28
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Community Colleges
Publicly funded higher education establishments Deliver vocational training and associate degree programs Rapid technological changes and corporate restructuring have created new demand for community college resources
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Videoconferencing
Many firms in the United States use videoconferencing and satellite classrooms for delivering T&D Interactive and offers flexibility and spontaneity of traditional classroom Global firms, in particular, can benefit Increase access to training, ensure consistency of instruction, and reduce cost of delivering T&D programs
2008 by Prentice Hall 7-32
Vestibule System
T&D delivery system that takes place away from the production area on equipment that closely resembles equipment actually used on the job Removes employee from pressure of having to produce while learning Emphasis on learning skills required by job
2008 by Prentice Hall 7-33
Video Media
DVDs, videotapes, and film clips continues to be popular training delivery systems Especially appealing to small businesses
2008 by Prentice Hall 7-34
E-Learning
Virtual Reality
Unique extension of e-learning Permits trainees to view objects from a perspective otherwise impractical or impossible
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Simulators
Devices or programs that are located away from the job site and replicate actual job demands Example: training of airline pilots in a simulator
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Management Development
All learning experiences resulting in upgrading of skills and knowledge needed in current and future managerial positions Imperative managers keep up with latest developments in their fields while managing ever-changing workforce in dynamic environment First-line supervisors, middle managers, and executives may all participate in management development programs
2008 by Prentice Hall 7-38
Mentoring
Approach to advising, coaching, and nurturing, for creating practical relationship to enhance individual career, personal, and professional growth and development Mentor may be located elsewhere in organization or in another firm Relationship may be formal or informal
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Coaching
Often considered responsibility of immediate boss Provides assistance much as a mentor
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Reverse Mentoring
Process where the older employees learn from the younger ones.
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Orientation
Initial T&D effort designed for employees Strives to inform them about company, job and workgroup
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Purposes of Orientation
Employment situation Company policies and rules Compensation and benefits Corporate culture Team membership Employee development Dealing with change Socialization
2008 by Prentice Hall 7-45
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Participants Opinions
Measure level of customer satisfaction Overall experience may bias some reports Good way to obtain feedback and to get it quickly and inexpensively
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Extent of Learning
Determine what participants have learned Pre-test-post-test control group design Differences are attributed to training provided Problem: Controlling for variables other than training
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Behavioral Change
Tests may accurately indicate what trainees learn May give little insight into whether participants to changed their behavior Best demonstration of value: When learning translates into lasting behavioral change
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Benchmarking
Process of monitoring and measuring a firms internal processes, such as operations, and then comparing data with information from companies that excel in those areas Focus on metrics such as: training costs, the ratio of training staff to employees, and whether new or more traditional delivery systems are used
2008 by Prentice Hall 7-57
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OD Interventions
Survey feedback Quality circles Team building Sensitivity training
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Survey Feedback
Process of collecting data from organizational unit through use of questionnaires, interviews and other objective data Can create working environments that lead to better working relationships, greater productivity and increased profitability
2008 by Prentice Hall 7-61
Quality Circles
Groups of employees who voluntarily meet regularly with supervisors to discuss problems Investigate causes Recommend solutions
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Team Building
Conscious effort to develop effective workgroups Uses self-directed teams Small group of employees responsible for entire work process Members work together to improve their operation
2008 by Prentice Hall 7-64
Sensitivity Training
Participants learn about themselves and how others perceive them No agenda, leaders, authority, power positions People learn through dialogue Participants encouraged to learn about themselves and others in group Also called T-group training
2008 by Prentice Hall 7-65
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