Training_Human_Resources_Study_Note - TRAINING HUMAN...

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TRAINING HUMAN RESOURCES STUDY NOTE STUDY NOTE A. Investments in Training Training in organizations is a billion-dollar endeavor. Most organizations do some type of employee training. Training. Effort initiated by an organization to foster learning among its members. Training tends to be narrowly focused and oriented toward short-term performance concerns. Development. Effort that is oriented more toward broadening an individual’s skills for the future responsibilities. Figure 1 shows the degree of investment in training, both in terms of who gets training and how much training they receive. FIGURE 1 Training Dollars Spent by Employee Type Training is, unfortunately, often faddish and subject to the whims of managers and trainers. Blanchard and Thacker (2006) present seven principles to maximize training effectiveness: i. Understand the needs of the organization and the trainees ii. Develop clear objectives for what the training should accomplish for both the organization and the trainees iii. Design and develop training to meet the objectives iv. Provide a supportive learning environment for learning v. Design and conduct the training in a manner that motivates trainees to learn vi. Work with others in the organization to identify and remove barriers to using the new knowledge and skills on the job vii. Evaluate appropriately and use as feedback for improvement To help ensure that training contributes to organizational effectiveness and employee success, a systems approach to training should be followed. 1
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PHASE 1: A. Organization Analysis is a global analysis and consists of environmental trends, organizational goals, and current resources—technological, financial, and human. B. Task Analysis is the middle-level assessment phase of training needs. During this phase the trainer will identify the tasks needed to perform the job and the training needed to do the tasks successfully. Task analysis is based on job analysis and job descriptions (pages 144-154 in the H ADM 2211 textbook C. Person Analysis. When training-needs analysis focuses on the individual, it is called person analysis . Training needs here emphasize who needs training. Typically this step of the analysis is connected to performance appraisal (see chapter entitled “Performance Management & Appraisal” in H ADM 2211 textbook). Once training needs have been determined, the next step is designing the learning environment. Four related areas are particularly important: (1) training objectives, (2) trainee readiness and motivation, (3) principles of learning, and (4) characteristics of instructors. A.
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Training_Human_Resources_Study_Note - TRAINING HUMAN...

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