HRM Training and Development

Needs assessment

Identify problems, needs that the training program will address. Organizational needs, Task needs, Person needs

Benefits of training

Improve employees' KSA's, Reduce accidents, Higher commitment and effort, Profitability (increases the more the company invests in training), Legal implications and sensitivity (age discrimination case, sexual harassment),

Training and Development Both Can...

Improve the company's bottom line

Training and Development is

$$$$$ . are they getting ROI?

Validity

Control group, pre test, post test

Simulations

Off-site replicas of job; can use assessment centers. E.g. Military firearms training; cross-culture training; pilot training

Organizational analysis

Org needs and goals, and level of support for training

best practices

Companies that hold your employees accountable for what they a trained

Transfer of training

10%

Goal of training program

= High transfer of training

Trends in training

Aging workforce and the challenges they present for Mgmt. Computer based training. Virtual teams and Virtual training. Interest in neuoplasticity or neurofeeback (thinking/changing your brain)

Online training

Cheaper than traditional training, Use with other methods

Training Objective

Clarify the purpose of training, example must have 95% accuracy

Training take home message

Do a great diagnosis before you jump into training. Not a fix all

Internship

Gaining real world experience

Development

Helping employees prepare for the future, Can look similar to training but perspective is long term, Can save $$$ (long run)

When to train?

Jenny - Slow to respond to emails and struggles to complete projects on time.

Did the training program work

Kirk Patrick Training program - 1 trainee's reactions to the training 2 what did they Learn (pre/post test) 3 Behaviors (apply what they learned) 4 Results -> financial impact, production rates, customer satisfaction, higher performance ratings, morale, less waste

Delivering Training

Make clear the training goals, and why training is important. Location, Presentation, Type

Training work?

Monetary outcomes, Trainees reactions, trainees behavior

Training vs development

Short term Vs long term scope

Apprenticeships

Skilled trade - apprentice learns from experienced employee

Type of training

Skills- most common, Cross functional, team, diversity , customer service, ethics, "know, show and do" action learning

Training

Slides/tapes, classroom/lectures and discussion, Online or e-learning.

Job Rotation

Swapping jobs temporarily

Task Analysis

Tasks and KSAs needed to do the job

Training

Teaching specific KSAs or addressing deficiencies, Essential to functioning safely and effectively, save $$$

Predicting training success

Trainees - Goal, motivation to learn, previous experience, Cognitive ability, Motivation Trainers - Variety, relate training back to the job, practice skills

Training Take away

Use a blend of both or find the most effective way for your audience

Presentation types

Videos, powerpoint, computers/web based learning, simulations, classroom , role play

Planning stages of training

Who : everyone, even senior leadership; When to train ? training is the solution but not effective when the problem is morale issues, unclear expectations or interpersonal problems; What : Knowledge and or skills that apply directly to day to day, training has to be carefully planned with goals and outcomes in mind.

Person Analysis

Who needs training?

On the job versus off-the-job (pros and cons)

off the job? Able to apply on the job?