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8/4/2019 HRM Presentation Version 1.1
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Chapter 10
Training & Development
Syed Hasan Askari -10383
Muhammad Adil Iqbal -10276
Amin ZulfiqarMichelle
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Table of Contents
Introduction
Needs Assessment
Steps to Training &Development
Training & DevelopmentObjective
Program Content
Learning Principles Participation Repetition Relevance Transference
Feedback
Part 1: (Hasan)
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Table of Contents
Training & DevelopmentApproaches
Job Instruction
Job Rotation
Apprenticeships & coaching
Lecture & Video Presentation
Vestibule Training
Part 2 (Adil)
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Table of Contents
Role Playing and BehaviorModeling
Simulation
Self Study & ProgrammedLearning
Laboratory Training
Action Learning
Evaluation of Training &Development
Part 3 (Amin)
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Table of Contents
Development of HR
Employee Obsolescence
International & DomesticWorkforce Diversity
Technological Change
Development, EEO, &Affirmative Action
Employee Turnover
Part 4 (Michelle)
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Objectives
How T & D
Differ.
Justify
Employee
and
Organizational Motives
for
Training
and
Developmen
t.
Reasons for
Including
NeedAnalysis in
the Design
of T&D
Programs.
Impact of
Trends in
GlobalBusiness &
Workforce
Diversity
on T&D
Match
Different
Approachesto Training
with Key
Learning
Principles.
Evaluate
TheEffectivenes
s of T&D
Programs
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Introduction
Training &
Development
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The Benefits of Employee Training
Leads to improved profitability
Improves the job knowledge and skills at all levels of the organization
Improves Morale
Helps people identify with organizational goals
Create Better Corporate Image
Improves the relationship between Boss & Subordinate
Aids in Organizational Development
Helps prepare guidelines for work
Organization gets more effective decision making & problem solving
Developing Leadership Skills, motivation, loyalty, better attitudes.
Increase Productivity & Quality of Work
Cost Control
How Training Benefits The Organization
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The Benefits of Employee Training
Better Decision Making &Effective Problem Solving
Through T&D,Motivational, Variables of
Recognition,Achievement, Growth,
Responsibility &Advancement are
Internalized &Operationalized.
Encourage to Achieve SelfDevelopment &
Confidence
Helps a Person HandleStress, Tension,
Frustration & Conflict
Eliminate Fear
Benefits to the Individual
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The Benefits of Employee Training
Benefits In Personal & Human Relations
ImprovesCommunication
ProvidesInformation on
Equal Opportunityand Affirmative
Action
Info on Govt.Laws &AdminPolicies
ImprovesInterpersonal
Skills
ImprovesMorale
Good Climateof Learning,Growth &
Coordination
Makes theOrganizationa Better Place
to Work &Live
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Steps to Training &Development
NeedsAssessment T&D Objectives
Program
Content
LearningPrinciples
Actual Program
Skills KnowledgeAbility of
Workers
EvaluationCriteria
Evaluation
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A Typical Learning Curve
Lev
elo
fLearning
Low
High
Time
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Learning Principles
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Training & Development
Approaches
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Training & DevelopmentApproaches
Techniques of T& D
Cost-effectiveness
Appropriatenessof the facilities
Desired programcontent
Traineepreferences and
capabilities
Learningprinciples
Trainerpreferences and
capabilities
To use thesetechniques
depends uponthe situation
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Job Instruction
Also calledon-the-job
training
Primarily toteach workers
how to do
current jobs
Supervisor orcoworkerserves as
instructor
On-the-jobtechniques
Job RotationApprenticeships
Coaching
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Job Instruction (cntd)
Off-The-Job
Techniques
Lecture
VideoPresentation
Role PlayingCase Study
Simulation
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Job Rotation
Trainee ismoved from job
to job.
It helps theorganization
when vacations,absences,
downsizing or
resignationsoccur.
It is mostly donewith hourlyemployees.
For example,
McDonnell Douglasdevotes an averageof 40 hours peryear for eachemployees.
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Apprenticeships and Coaching
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Apprenticeships and Coaching(cntd..)
Coaching
It is similar to apprenticeship ascoach provides model for the traineeto copy.
It is less formal than apprenticeshipas it is provided when necessary.
It is always handled by the supervisoror manager.
Participation, feedback and jobtransference are likely to be high.
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Lecture and Video Presentations
Lecture
It tends to rely moreheavily on
communications thanon modeling.
Feedback andparticipation can be
improved whendiscussion is permitted.
Otherwise these will below.
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Development of Human
Resource
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DEVELOPMENT OF HUMAN RESOURCES
Development of currentemployees reduces the
companys dependence onhiring new workers.
If employees are developed, thejob openings are more likely tobe filled internally.
Promotions and transfers alsoshow employees that they have acareer, not just a job.
The employer benefits fromincreased continuity inoperations and from employees
who feel greater commitment tothe firm.
Increases the productivity ofemployees & It helps in thecareer development oforganization and employees too
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STEPS IN EVALUATION OF TRAINING &DEVELOPMENT
Evaluation Criteria
Trained or developedworkers
Pretest
Post testTransfer to
The jobFollow up
Studies
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HR DEVELOPMENT CHALLENGES
Employee
Obsolescence
International& DomesticWorkforce
Diversity
TechnologicalChange
Development,EEO &
AffirmativeAction
EmployeeTurnover
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HR DEVELOPMENT CHALLENGES
Reactive approach is less effective and more costly!
Offer programs to develop new skills.
Proactivelyassess the needs of employees.
What must be done?
Failure to adapt to new technology, new procedures, and other changes. The more rapidly the environment changes, the morelikely it is that employees will become obsolete.
Obsolescence results when an employee no longer possesses the knowledge or abilities needed to perform successfully.
What is Employee Obsolescence?
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HR DEVELOPMENT CHALLENGESInternational & Domestic Workforce Diversity
Adjusting to Diversity:
Being sensitive to a diverse workforce isnt just the right thing todo, its the good business thing to do.
Incorporate some of the following programs:
Cultured Diversity Sensitivity Training 53%
Communication Across Cultures Training 32%
Gender Issues Training 42%
Harassment free Workplace Training 71%
Sexual Awareness Training 15%
Disability Awareness Training 56%
Elder Issues Awareness Training 225 firms
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HR DEVELOPMENT CHALLENGES
Rapid changes intechnology require firms
to engage in nearlycontinuous improvement.
Technological changeshaving profound impacton training anddevelopment.
Increased need to assessthe developmentalrequirements of currentand future managers,professional and technicalpeoples.
TechnologicalChange
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HR DEVELOPMENT CHALLENGES
Development, EEO and affirmative action:
Training and development activities must be conducted in sucha way that they do not discriminate against protected classes.
Employee Turnover:Turnover the willingness of employees to leave one
organization for another.
Departures are largely unpredictable, development activitiesmust prepare employeesto succeed those who leave.
Development programs find that training programs contributeto employee turnover. Therefore, they are reluctant to investmoney in13 workers who may then take their new skills to a newjob at a higher-paying competitor.
It is better to have some trained employees who may leave than to have an
untrained workforce that stays!
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Thank You
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