Session 5 Training andDevelopment_Final

Training and DevelopmentCuilian Zhang (张翠莲)Chongqing UniversityE-mail: zhangcuilian@1Outline•Introduction to orienting and training employees •Analyzing training needs•Designing training program•Implementing training program•Evaluating training program21. Introduction to Orienting And Training Employees3Employee Orientation•Employee orientation provides new employees with the necessary information on their organizations and jobs they need to know.•It helps new employees become familiar with their work and also helps them start getting emotionally attached to their organizations.4Purposes of Employee Orientation5Employee Orientation ProcessSafety measuresand regulationsEmployee benefit informationDaily routine6Video: Orientation in A Foreign Firm7Orientation in CQU8Video: Workplace Socialization9Training and Development•Training is the process of teaching new or current employees the skills they need to perform their jobs•Development involves learning that goes beyond today’s job and has a more long-term focusWhy Shall Organizations Provide Training •Economic, social, technological, and government changes can make the skills learned today obsolete in the future•Planned organizational changes (such as the introduction of new equipment) can make it necessary for employees to update their skills or acquire new ones•Performance problems can be reduced by training•Improve staff morale•Regulatory, contracted, professional, or certification issues can require an employer to provide training for its employees11Problems of Training in Chinese Firms 12A survey of 3000 HR directors and training managersProblems of Training in Chinese Firms13Problems of Training in Chinese Firms14Problems of Training in Chinese Firms15Problems of Training in Chinese Firms16The Importance of Training & Development •For organizationsØLong-term cost reduction: good trainees®10%-15%, great trainees®30%ØGains: 1 Yuan investment®25 Yuan gainsØEfficiency: great trainees®6 times-ØOrganizational cultureØLearning organizations (The Fifth Discipline: systems thinking, personal mastery,mental models, building shared vision, team learning)•For individualsØKSAOs (Knowledge, Skills, Abilities, Other characteristics)ØJob satisfactionØOrganizational commitmentØLong-term career management17Training, Learning, and Motivation •Make the learning meaningful•Make skills transfer easyØPositive transfer of training is defined as the degree to which trainees effectively apply the knowledge, skills, and attitudes gained in atraining to the jobØMaximize the similarity between training and realistic job situations ØProvide enough practices in training•Reinforce the learning (praise and recognition are two typical rewards that used in training)18A Model of Training Effectiveness 19Noe and Colquitt (2002)Steps in the Training Process12342. Analyzing Training Needs211 2 3 4Analyzing Training NeedsPerformance Analysis:Assessing currentemployees’ training needsTask Analysis: Assessing New Employees’Training Needs•Determine what specific skills the job requires (job descriptions and job specifications are important here)•Overview the competencies needed to do the job via competency model•The required skills and competencies are the basic reference points in determining training24Performance Analysis: Assessing Current Employees’ Training Needs •Performance analysis is the process of verifying that there is a performance deficiency and determining whether the employer should correct such deficiencies through training•The heart of performance analysis is determining why performance is down. Distinguishing between can’t-do and won’t-do problems is therefore crucial.25Performance Analysis: Assessing Current Employees ’ Training Needs Job-Related InterviewsIndividual JobDiaries TestsAnother Model of Analyzing Training Needs McGehee and Thayer (1961)•Organization analysis: Where is training needed within the organization?ØOrganization strategies and objectivesØExternal environmentsØAllocation of resources•Operation analysis: What are the contents of the training?ØStandards of performanceØHow the tasks are to be performed to meet the standardsØThe skills, knowledge, and attitudes necessary•Person analysis: Who needs the training?ØFind out how well each employee is performing the tasksØDecide the employees to be trained27Reading:Moore, M. L., & Dutton, P. (1978). Training needs analysis: Review and critique. Academy of Management Review,3(3), 532-545.28Reading:One example of analyzing training needs via survey29Questions1.What are the problems in this training program?2.How to solve the problems?30Case Discussion: The HR Manager ’s Puzzle3. Designing Training Program311 2 3 4Designing Training Program•Set training objectivesØOrganizational and departmental objectivesØIndividual performance and growth objectives•Work out a training program budgetØBased on sales, profits, employee numbers, and annual training plan •Decide what the actual training content and methods will be ØTypes and methods of trainingØTraining channels: send employees to outside, send trainers to theorganizations, provide training by oneselfØThe selection of trainers: internal or external trainersØTraining time and place33Designing Training ProgramSet training objectives:•Organizational and departmental objectivesØWhat impact will the training have on organizational and department outcomes such as absenteeism, turnover, reduced costs, and improved productivity?•Individual performance and growth objectivesØWhat impact will the training have on the behavioral and attitudinal outcomes of trainees?ØWhat impact will the training have on the personal growth of trainees?34Learning Curve in Training35Length of training(weeks, days, hours, etc.)Training effectivenessDecreasing returns curveLowHighHighü5 daysüInternal trainers: Introduction of the organizational culture and values üShare with top managers and outstanding employees üWatch relevant moviesüExternal trainers: Team cooperation gamesNew employee training process in marketing departmentOne Firm ’s New Employee Training ProgramAiming to help employees familiar with the firm and coworkers, and build belongingnessü7 daysüInternal trainersüCorporate operation and service processes training üProducts knowledge training üLecturesüEvaluation via ExamNew employee training process in marketing departmentOne Firm ’s New Employee Training ProgramAiming to help employees improve general knowledges and skillsü3 monthsüPerform the realistic work as an internüApprenticeship training and mentoringüEvaluation: submit learning plan and summary every week; oral presentation after internshipNew employee training process in marketing departmentOne Firm ’s New Employee Training ProgramAiming to help employees improveprofessional job-related knowledges and skillsOne Firm ’s New Employee Training Programü50 days in Headquarters üAudiovisual-based training in HallüExternal trainers: PPT making and presentation trainingüExternal trainers: Business trainingNew employee training process in marketing departmentAiming to help employees improve communication and marketing skills40Case Discussion: Training at Keller-GlobeQuestion:Please evaluate this training director ’s training schedule.4. Implementing Training Program411 2 3 4Training Methods•On-the-job training •Apprenticeship training •Informal learning •Job instruction training •Lectures •Programmed learning •Audiovisual-based training •Vestibule training •Teletraining and videoconferencing •Electronic performance support systems (EPSS) •Computer-based training (CBT)•Simulated learning•Internet-based training •Learning portals43On-the-job Training Method•On-the-job training: Having a person learn a job by actually doing the job•Types of on-the-job trainingØCoaching or understudyØJob rotationØSpecial assignments•AdvantagesØInexpensiveØLearn by doingØImmediate feedback441Follow upPresent the operationApprenticeship Training•A combination of formal learning and long-term on-the-job training•Have the learner/apprentice study under the guidance of an experienced employees46Job Instruction Training•Many jobs consist of a logical sequence of steps that employees must learn step-by-step. This step-by-step training is called job instruction training.ØList all necessary steps of performing the job in sequence(What to do?)ØList a corresponding “key point” beside each step(how to do?)47Job Instruction Training at UPS48Lectures•Don’t start out on the wrong foot•Give your listeners signals•Be alert to your audience•Maintain eye contact with audience•Make sure everyone in the room can hear•Control your hands•Talk from notes rather than from a script•Break a long talk into a series of five-minute talks•Practice and rehearse your presentation49Programmed Learning •AdvantagesØReduced training timeØSelf-paced learningØImmediate feedbackØReduced risk of error for learner50Allowing theperson torespond。