(c) 2007 by Prentice Hall8-1 Training the Workforce Chapter 8

(c) 2007 by Prentice Hall 8-1

Training the Training the WorkforceWorkforce

Chapter 8Chapter 8


• Determine when employees need training and Determine when employees need training and the best type of training given a company’s the best type of training given a company’s circumstancescircumstances

• Recognize the characteristics that make training Recognize the characteristics that make training programs successfulprograms successful

• Weigh the costs and benefits of a computer-Weigh the costs and benefits of a computer-based training programbased training program

• Design job aids as complements or alternatives Design job aids as complements or alternatives to trainingto training

• Understand how to socialize new employees Understand how to socialize new employees effectivelyeffectively

Chapter 8 OverviewChapter 8 Overview


• How can training keep pace with a How can training keep pace with a changing organizational environment?changing organizational environment?

• Should training take place in a classroom Should training take place in a classroom setting or on the job?setting or on the job?

• How can training be effectively delivered How can training be effectively delivered worldwide?worldwide?

• How can training be delivered so that How can training be delivered so that trainees are motivated to learn?trainees are motivated to learn?

Key Training IssuesKey Training Issues


• TrainingTraining – The process of providing – The process of providing employees with specific skills or helping employees with specific skills or helping them correct deficiencies in their them correct deficiencies in their performance.performance.

• DevelopmentDevelopment – An effort to provide – An effort to provide employees with the abilities the employees with the abilities the organization will need in the future.organization will need in the future.

Training vs. DevelopmentTraining vs. Development


• Is training the solution to the problem?• Are the goals of training clear and realistic?• Is training a good investment?• Will the training work?

Challenges in TrainingChallenges in Training


• Steps to maximize chances that lessons transfer back to the workplace– Be a teacherBe a teacher– Assign yourself homeworkAssign yourself homework– Develop your own job aidsDevelop your own job aids– Get a training partnerGet a training partner– Ask for helpAsk for help

Customer-Driven HR – Transfer Training: Customer-Driven HR – Transfer Training: Moving from Learning to DoingMoving from Learning to Doing


• The assessment phaseThe assessment phase• Clarifying the objectives of trainingClarifying the objectives of training• The training and conduct phaseThe training and conduct phase• The evaluation phaseThe evaluation phase• Legal issues and trainingLegal issues and training

Managing the Training ProcessManaging the Training Process


The Training ProcessThe Training Process


The Training and Conduct PhaseThe Training and Conduct Phase• Location Options – OJTLocation Options – OJT

– Job rotationJob rotation– ApprenticeshipsApprenticeships– InternshipsInternships




The Training and The Training and Conduct Phase:Conduct Phase:

Presentation Presentation OptionsOptions

• Slides and VideotapesSlides and Videotapes• TeletrainingTeletraining• ComputersComputers• SimulationsSimulations• Virtual RealityVirtual Reality• Classroom Instruction Classroom Instruction

and Role-playsand Role-plays



• The Training and The Training and Conduct Phase:Conduct Phase:

• Types of TrainingTypes of Training

• Skills Training – job Skills Training – job aidsaids

• RetrainingRetraining

• Cross-functional Cross-functional TrainingTraining

• Team TrainingTeam Training



• Creativity Training – Creativity Training – brainstormingbrainstorming

• Literacy TrainingLiteracy Training• Diversity TrainingDiversity Training• Crisis TrainingCrisis Training• Customer Service Customer Service

TrainingTraining

• The Training and The Training and Conduct Phase:Conduct Phase:

• Types of Training - Types of Training - continuedcontinued


Sources of Customer Dissatisfaction with IBM Sources of Customer Dissatisfaction with IBM Telephone Services – Skills TrainingTelephone Services – Skills Training


Steps to Skill Improvement at Steps to Skill Improvement at IBMIBM


BrainstormingBrainstorming


• Is it worth it? – The ROI of trainingIs it worth it? – The ROI of training

ROI is calculated using this formula:ROI is calculated using this formula:

ROI = (Training Benefits – Training Costs)/(Training Costs) x 100ROI = (Training Benefits – Training Costs)/(Training Costs) x 100

= (Net Training Benefits)/(Training Costs) x 100= (Net Training Benefits)/(Training Costs) x 100

The Evaluation PhaseThe Evaluation Phase


• Plan aheadPlan ahead

• Determine what you will measureDetermine what you will measure

• Design how the effectiveness of Design how the effectiveness of training will be assessedtraining will be assessed

• Convert nonmonetary measures to Convert nonmonetary measures to dollar termsdollar terms

Some Suggestions Regarding Some Suggestions Regarding ROI of TrainingROI of Training


Legal Issues in Training

• The major requirement here is that The major requirement here is that employees must have access to employees must have access to training and development programs in training and development programs in a nondiscriminatory fashiona nondiscriminatory fashion

The Evaluation PhaseThe Evaluation Phase


• Steps to create a positive orientation Steps to create a positive orientation experience – orientation and socializationexperience – orientation and socialization

1.1. Give a callGive a call

2.2. Let them know the rulesLet them know the rules

3.3. Explain who’s whoExplain who’s who

4.4. Do it with classDo it with class

5.5. Do the tourDo the tour

6.6. Help them hit the ground runningHelp them hit the ground running

7.7. Make it funMake it fun

Building New Workers’ Building New Workers’ ConfidenceConfidence


• Training vs. DevelopmentTraining vs. Development

• Challenges in TrainingChallenges in Training

• Managing the Training ProcessManaging the Training Process

• A Special Case: Employee A Special Case: Employee Orientation and SocializationOrientation and Socialization

Summary and ConclusionsSummary and Conclusions

Documents

(c) 2007 by Prentice Hall8-1 Training the Workforce Chapter 8