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?