Ch 7 HR

"Alicia!" bellowed David to the company's HR specialist, "I've got a problem, and you've got to solve it. I can't get people in this plant to work together as a team. As if I don't have enough trouble with our competitors and our past-due accounts, now I have to put up with running a zoo. You're responsible for seeing that the staff gets along. I want a training proposal on my desk by Monday." Assume you are Alicia. Is training the solution to this problem? How can you determine the need for training? Summarize how you would conduct a needs assessment.

-Take a step back and communicate with other employees about what is going on. Assessment, survey etc. Training can't necessarily fix it.

Transfer of training is influenced by the

-climate for transfer, -manager support, -peer support, -opportunity to use learned capabilities, -technology support, -self-management skills

Training can:

-increase employees' knowledge of foreign competitors and cultures -Help ensure that employees have skills to work with new technology -Help employees understand how to work effectively in teams to contribute to product quality.

High-leverage training is:

-linked to strategic business goals and objectives, -supported by top management, -relies on an instructional design model, and -benchmarked to programs in other organizations.

Needs assessment answers three questions:

1. Organization - What is the context in which training will occur? 2. Person - Who needs training? 3. Task - What subjects should the training cover?

4 Levels of Evaluation

1. Reaction - like it? 2. Learning - learn anything? 3. Behavior - can apply it back to work? 4. Results - any impact on the bottom line?

The training design process refers to

a systematic approach for developing training programs

training

is a planned effort by a company to facilitate the learning of employees.

Instructional design should logically begin with a

needs assessment.

Transfer of training

on-the-job use of knowledge, skills, and behaviors learned in training

Onboarding

programs that help employees to integrate and transition to new jobs by making them familiar with corporate policies, procedures, culture, and politics by clarifying work-role expectations and responsibilities

Continuous learning

requires employees to understand the entire work process, expects them to acquire and apply new skills, and share what they have learned.

Needs assessment

the process of evaluating the organization, individual employees, and employees' tasks to determine what kinds of training, if any, are necessary.

Climate for transfer

trainees' perceptions about a wide variety of characteristics of the work environment that facilitate or inhibit the use of trained skills or behavior.

*Religion in the workplace Somalian people take how many breaks for prayer during a work day? Can we fire them over this?

usually 2 prayer times during the workday Company environments should accommodate and adjust their schedule.