Chapter 1: Intro to Employee Training and Development
The forces influencing working and learning
- focus on links to business strategy - changing demographics and diversity of the workforce
how does one overcome the listed flaws of the ISD model?
- rarely followed strictly and in order - becomes too strict, very labor intensive - feedback too strict, very labor intensive and expensive.
what is most impressive to you about generational management?
- talent management - customer service and quality emphasis - new technology - high performance models of work systems
Introduction
- training contributes to a companies competitiveness and the ability to maintain and gain market share in an industry. - the companies have a competitive advantage as employees have the knowledge and skills needed to be successful. - human resource management - stakeholders
Training Design process: 7 steps
1. conducting needs assessment 2. ensuring employee's readiness for training 3,4, & 5. related to design 6. related to implementation 7. monitoring and evaluation
human resource management includes:
1. policies 2. practice 3. systems that influence employee's behaviors, attitudes, and performances.
learning can be accomplished through:
1. training 2. formal and informal 3. development on the job 4. knowledge management
ADDIE Model
analysis design, development implementations, and evaluations is one of many ISDs, but ADDIE is our selection for our choice.
knowledge workers
are employees who contribute to the company not through manual labor, but through what they know perhaps about customers or a specialized body of knowledge.
learning organization
embraces a culture of lifelong learning, enabling all employees to acquire and share knowledge continually.
alternative work arrangement
include on call contractors and temporary workers.
work teams
involved employees with various skills who interact to assemble product or provide services.
Total quality management (TQM)
is a company wide effort to continuously improve the ways people, machines, and systems accomplish work.
ISO 10015
is a quality management tool designed to ensure that training is linked to company needs an performance.
lean thinking
is a way to do more with less effort, equipment, space, and time, but still provide customers with what they need and want.
outsourcing
means that training and development activities are provided by individuals outside of the company.
virtual teams
refer to teams with members that separated by time, geographic, culture, and/or organizational boundaries an that rely almost exclusively on technology.
competitiveness
refers to a company's ability to maintain and gain market share in the industry.
training
refers to a planned effort by a company to facilitate learning of job-related competencies of employees.
instructional system design (ISD)
refers to a process for designing and developing training programs.
six sigma process
refers to a process of measuring ,controlling , analyzing , improving, and then controlling processes once they have been brought within the six sigma process quality standards or tolerances.
training design process
refers to a systematic approach for developing training programs.
learning
refers to employees acquiring knowledge, skills, competencies, or behaviors.
human resource development
refers to integrated use of training and development, organizational development, and career development to improve individual, group, and organizational effectiveness.
explicit knowledge
refers to knowledge that is well documented, easily articulated, processes and definitions.
human capital
refers to knowledge, advanced skills, and motivation to deliver high quality products and services.
informal learning
refers to learning that is learner initiated, involves action and doing, is motivated by an intent to develop, and does not occur in formal learning setting.
tacit knowledge
refers to personal knowledge based on individual experiences that is difficult to codify.
social capital
refers to relationships in the company.
STEM skills
refers to skills in science, technology, engineering, and math.
change
refers to the adoption of a new idea or behavior by a company.
intellectual capital
refers to the codified knowledge that exits in a company.
employee engagement
refers to the degree to which employees are fully involved in their work and the strength of their commitment o their job and the company.
human resources management
refers to the policies, practices, and systems that influence employees' behavior and attitudes.
knowledge management
refers to the process of enhancing company performance by designing and implementing tools, processes, systems, and cultures to improve the creation and use of knowledge.
offshoring
refers to the process of moving jobs from the US to other locations in the world.
stakeholders
refers to the shareholders, the community, and all the other parties that have an interest in seeing that the company succeeds.
talent management
refers to the systematic planned, and strategic effort by a company to use bundles of human resource management practices.
customer capital
refers to the value of relationships with persons or other organizations outside the company for accomplishing the goals of the company.
formal training and development
refers to training and development programs, courses, and events that are developed and organized by the company.
development
refers to training as well as formal education, job experiences, relationship, and assessments of personality, skills, and abilities that help employees prepare for future jobs or positions.
cross training
refers to training employees in a wide range of skills so they can fill any of the roles needed to be performed on the team.
competitive advantage
that is training practices have helped them grow the business and improve customer service by providing employees with the knowledge and skills that they need to be successful.