Documenti di Didattica
Documenti di Professioni
Documenti di Cultura
Know what is
Begin the
Feel welcome Understand the expected in
socialization
and at ease organization work and
process
behavior
www.company.com
8–3
The Orientation Process
Daily Facilities
routine tour
www.company.com
8–4
The Training Process
• Training
• Is the process of teaching new employees
the basic skills they need to perform their jobs
• Is a hallmark of good management
• Reduces an employer’s exposure to negligent
training liability
• Training’s Strategic Context
• The aims of firm’s training programs must
make sense in terms of the company’s
strategic goals.
• Training fosters employee learning, which
results in enhanced organizational
performance.
www.company.com
8–5
Steps in the Training Process
1 Needs analysis
2 Instructional design
Program Program
3
implementation
4 Evaluation
www.company.com
8–6
Training, Learning, and Motivation
www.company.com
8–9
Analyzing Training Needs
Training Needs
Analysis
www.company.com
8–10
FIGURE 8–2 Example of Competency Model for Human Resource Manager
www.company.com
8–11
Performance Analysis:
Assessing Current Employees’ Training
Needs
Specialized Software
Assessment Center
Results Performance Appraisals
Tests Interviews
Can’t-do or Won’t-do?
www.company.com
8–12
Training Methods
• On-the-Job Training
Computer-Based Training (CBT)
• Apprenticeship
Simulated Learning
Training
• Informal Learning
Internet-Based Training
• Job Instruction
Learning Portals
Training
• Lectures
• Programmed Learning
• Audiovisual-Based Training
• Vestibule Training
• Teletraining and Videoconferencing
• Electronic Performance Support Systems (EPSS)
www.company.com
8–13
The OJT Training Method
www.company.com
8–14
On-the-Job Training
3 Do a tryout
4 Follow up
www.company.com
Delivering Effective Lectures
Presenting Providing
Allowing the
questions, facts, feedback on
person to
or problems to the accuracy
respond
the learner of answers
• Advantages
• Reduced training time
• Self-paced learning
• Immediate feedback
• Reduced risk of error for learner
www.company.com
8–17
Intelligent Tutoring Systems
• Advantages
• Reduced learning time
• Cost effectiveness
• Instructional consistency
• Types of Programmed Learning
• Interactive multimedia training
• Virtual reality training
• Virtual classroom
www.company.com
8–18
Internet-Based Training
www.company.com
8–19
Lifelong Learning and
Literacy Training Techniques
Employer Responses to
Employee Learning Needs
www.company.com
8–20
Creating Your Own Training Program
3
Develop an abbreviated task
analysis record form
4 Develop a job instruction sheet
5 Compile training program for the job
www.company.com
8–21
Implementing Management Development
Programs
Long-Term Focus of
Management Development
www.company.com
8–22
Succession Planning
www.company.com
Management Development Techniques
www.company.com
8–24
Other Management Training Techniques
Corporate
Outside seminars
universities
University-related programs Executive coaches
www.company.com
Behavior Modeling
www.company.com
Managing Organizational
Change Programs
What to Change
www.company.com
Managing Organizational Change and
Development
www.company.com
8–28
Managing Organizational Change and
Development (cont’d)
1 Unfreezing
2 Moving
3 Refreezing
www.company.com
8–29
How to Lead the Change
• Unfreezing Stage
1. Establish a sense of urgency (need for
change).
2. Mobilize commitment to solving problems.
• Moving Stage
3. Create a guiding coalition.
4. Develop and communicate a shared vision.
5. Help employees to make the change.
6. Consolidate gains and produce more
change.
• Refreezing Stage
7. Reinforce new ways of doing things.
www.company.com 8. Monitor and assess progress.
Copyright © 2011 Pearson Education 8–30
Using Organizational Development
3
Changes the organization in a particular
direction
www.company.com
TABLE 8–3 Examples of OD Interventions
www.company.com
8–32
Evaluating the Training Effort
www.company.com
8–34
www.company.com