CHAPTER 7: TRAINING

Presenters:
Sara Nadia MY
GMO4317
Shadi Khakpour
GM04058
 What is Training?
• Training – refers to a planned effort by a
company to facilitate employees’ learning of
job-related competencies

• The goal of training is for employees to:

– master the knowledge, skill, and behaviors
emphasized in training programs, and
– apply them to their day-to-day activities
 High-Leverage Training
• Linked to strategic goals and objectives
• Uses an instructional design process to ensure
that training is effective
• Compares or benchmarks the company’s
training programs against training programs in
other companies
• Creates working conditions that encourage
continuous learning
 Continuous Learning
• Continuous Learning – requires employees to
understand the entire work system including
the relationships among:
– their jobs
– their work units
– the entire company
 Continuous Learning
• Cont…..
• Employees are expected to:
– acquire new skills and knowledge
– apply them on the job
– share this information with other employees

• Managers take an active role:

– in identifying training needs
– helping to ensure that employees use training in their
work
 The Importance of Training
•Increase employees’ knowledge
•Help ensure employees’ to have a basic skills
•Help employees understand how to work
effectively
•Ensure that the company’s culture emphasizes
innovation, creativity,and learning.
•Ensure employment security
•Prepare employees to accept and work more
effectively
 The Strategic Training and
Development Process
Strategic Training & Training and
Metrics That Show
Business Strategy Development Development
Value of Training
Initiatives Activities

Diversify the Use Web- Learning

Mission Learning Portfolio Based Training
Performance
Make Development
Improve Improvement
Planning
Customer Service Mandatory
Reduced Customer
Values Complaints
Accelerate the Develop Web Sites
Pace of Employee for Knowledge
Learning Sharing Reduced
Turnover
Increase Amount
Goals Capture & share
of Customer Employee
knowledge Participation Satisfaction
 Designing Effective Training Activities

Training design process refers to a systematic

approach for developing training programs.

• Instructional System Design (ISD) and ADDIE

model (analysis, design, development,
implementation, evaluation) are two specific
types of training design processes.
 The Training Process
Ensuring Employees’
Needs Assessment Readiness for Training Creating a Learning
Environment

Ensuring Transfer of
Select Training
Training
Method

Monitoring and
Evaluating the
Program
 Needs Assessment
Refers to the process used to determine if training is necessary

Organizational ●
A process for determining the
Analysis business appropriateness of training.

Person ●
●A process for determining whether employees need
training, and whether employees are ready for
Analysis training

●
The process of identifying the tasks, knowledge, skills
Task Analysis
●

and behaviors that need to be emphasized in training.

 Needs Assessment Organizational
Analysis
a) Support of Managers and Peers
• positive participation attitude
• Willingness to tell on how to be more effective
• Availability opportunities to use training content
b) Company Strategy
• Strategic training and development initiatives
• Learning-related actions that company takes to achieve its business
strategy.
c) Training Resources
• To identify whether the company has the budget, time and expertise
for training.
• Request For Proposal (RFP)
 Needs Assessment Person
Analysis
a) Person characteristic
• Ability and skill
• Attitudes and motivation
b) Input
• Understand what, how, when to perform
c) Output
• A job’s performance standards
d) Consequences
• The incentives that employees receive for performing well
e) Feedback
• Information that employees receive while they are performing
concerning how well they are meeting objectives.
 Task
Needs Assessment
Analysis

There are four steps in task analysis:

1) Select the job(s) to be analyzed
2) Develop a preliminary list of tasks
3) Validate or confirm the preliminary list of tasks
4) Identify the knowledge, or abilities necessary to
successfully perform each task.
 Ensuring Employees’ Readiness For Training
Refers to whether:
1) Employees have the personal characteristics
(ability, attitudes, beliefs & motivation) necessary to learn
program content and apply it on the job.
2) The work environment will facilitate learning and not interfere
with performance.
Attitudes and ●
●Motivation to Learn
●Self-Efficacy
Motivation ●

Cognitive ability, reading & writing skills needed to

Basic Skills
●
●

understand the content of training programs.

 Creating a Learning Environment
• Learning permanently changes behavior
• Several conditions under which employees learn best:
 Need to know why they should learn
 Meaningful training content
 Opportunities for practice
 Feedback
 Observe experience and interact with others
 Good program coordination and administration
 Commit training content to memory
 Ensuring Transfer of Training
• Transfer of training refers to on-the-job use of
knowledge, skills and behaviors learned in training.
• Transfer of training influence by :
1) Climate for transfer
2) Technological support
3) Manager support
4) Peer support
5) Self-management skills
6) Opportunity to use learned capability
 Selecting Training Methods

Presentatio Hands-on Group

n Methods Methods Methods
●
Instructor-Led ●
●
On-the-job training
Classroom Self-directed learning
●
Adventure
Instruction ●
●
Simulations Learning
●Audio-visual
● ●
●
Business games and
Techniques case studies
●
Team Training
●
Mobile ●
●
Behavior modeling ●
Action
Technologies: iPods ●
●
Interactive video
and PDAs ●
●
E-learning
Learning
 On the job training
Preparing for instruction Actual instruction

1. Break down into steps 1. Tell the objectives

2. Prepare equipment 2. How to do it

3. Timing 3. Explain the key points

4. How to do it again

5. Let trainee do parts of task

Praise and correct
6. Do the entire task

7. Practice if mistakes

8. Praise for success

Some methods of OJT

1.Self directed learning

2. Apprenticeship
Simulations
 Avatars
 Virtual reality
Good points:
+ Eliminating the need to travel
+Meaningful, engaging, fun
+Safer
+Saving time
 Other on-hand methods
• Business games and • E-learning
case studies  Web-based
• Behavior modeling  Distance learning
• Interactive video  Virtual classrooms
• Web-based training  CD-ROMs
Group or Team-building Methods
 Adventure learning
 Team training
 Cross training
 Coordination training
 Team leader training
 Action learning
 Six sigma
 Evaluating Training Programs
Outcomes Used in Evaluating Training Programs
OUTCOME WHAT IS MEASURED HOW MEASURED
•Acquisition of •Pencil and paper tests
Cognitive Outcomes
Knowledge •Work sample

•Observation
Skill-based Outcomes •Behavior
•Work sample
•Skills
•Ratings

Affective Outcomes •Motivation •Interviews

•Reaction to Program •Focus groups
•Attitudes •Attitude surveys
•Observation
Results •Company Payoff •Data from information system
or performance records

Return on Investment •Economic value of •Identification and comparison

Training of costs and benefits of the
program
 Evaluation Designs
 Groups of
• Posttest Only trainees and
comparison
• Pretest/Posttest  Pre-training, post
training
• Pretest/Posttest  Cost
with Comparison  Time
Group  Strength
• Posttest only with
comparison Group
• Time Series
 Determining Return on Investment

• Cost-benefit analysis is the process of determining

the economic benefits of a training program using
accounting methods.
• Determining costs
• Determining benefits
• Making the analysis
 Cross-Cultural Preparation
• An expatriate is an employee sent by his or her
company to manage operations in a different
country.
• To be successful in overseas assignments,
expatriates need to be:
– Competent in their area of expertise.
– Able to communicate verbally and nonverbally in
the host country.
– Flexible, tolerant of ambiguity, and sensitive to
cultural differences.
– Motivated to succeed, able to enjoy the challenge of
working in other countries, and willing to learn
about the host country’s culture, language, and
customs.
– Supported by their families.
 Three Phases of Cross-Cultural
Preparation

Phase One:
Predeparture Phase

Phase Two:
On-Site Phase

Phase Three:
Repatriation Phase
 Managing Workforce Diversity

Managing Diversity
Is the process of creating an environment
that allows all employees to contribute to
organizational goals and experience personal
growth.

1. Through adherence to legislation

2. Through diversity training programs

 Types of diversity training:

– Attitude awareness and change

programs
– Behavior based programs
identify incidents that discourage
employee
Teach managers and employees basic
rules of behaviour
Cultural immersion
Characteristics of successful Diversity Efforts
 Top management provides resources, personally intervenes
 The program is structured
 Capitalizing on a diverse workforce is an objective
 The program is evaluated
 Management involvement is mandatory
 Culture change … not one-shot program
 Managers and demographic groups are not blamed for
problems
 Needed behaviors and skills are taught
 Managers are rewarded
 Feedbacks are collected
 Socialization and Orientation
• Organizational socialization is the process used to
transform new employees into effective company
members.
• The three phases of socialization are:

Encounter

Anticipatory
Socialization Settling In
 Three Phases of Socialization
1. Through anticipatory socialization, expectations are
developed about:
– the company
– job
– working conditions
– interpersonal relationships
2. The encounter phase occurs when the employee
begins a new job.
3. In the settle-in phase, employees start to feel
comfortable with job demands and social
relationships.
What employee should learn through socialization process?

• History
• Company goals
• Politics
• People
• Performance proficiency
 Orientation programs
Orientation programs play an important
role in socializing employees.It involves
familiarizing new employees with:

 company rules,
 policies,
 procedures
Any questions?
Training…