exam2studyguide-4 - Chapter 7 Employee Training and...

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Chapter 7: Employee Training and Development: Benefits of a career development system: o Career development systems typically offer a variety of programs, including career counseling, courses in career planning, and workshops that provide tools and techniques for helping employees manage their careers o For managers: increased skill in managing own careers, greater retention of valued employees, better communication between manager and employee, more realistic staff and development planning, productive performance appraisal discussions, increased understanding of the organization, enhanced reputation as a people developer, employee motivation for accepting new responsibilities, build talent inventory for special projects, clarification of fit between organizational and individual goals o For employees: helpful assistance with career decisions and changes, enrichment of present job and increased job satisfaction, better communication between employee and manager, more realistic goals and expectations, better feedback on performance, current information about the organization and future trends, greater sense of personal responsibility for managing career o For the organization: better use of employee skills, increased loyalty, dissemination of information at all organization levels, better communication within organizations as a whole, greater retention of valued employees, expanded public image as a people-developing organization, increased effectiveness of personnel systems and procedures, clarification of organization goals Theories of learning used for employee training: o Social learning theory: emphasizes the observational learning of behavior o Modeling: imitative learning that occurs through observing and reproducing another person’s action, such as when an employee learns to operate a piece of machinery by watching a supervisor work with the equipment and imitating the supervisor’s actions o Cognitive theories of learning: views workers as information processors, focusing on how new information is stored and retrieved and how that information is used to produce work behavior Model for successful training programs o Assess training needs: organizational (needs and goals of the organization), task (requirements for performing the task), person (skills and knowledge required to do the job), and demographic (determining training needs for specific demographic groups) analyses—organizations must first have some idea of what workers need to know to perform their jobs Use of task, organizational, and person analysis can help determine which workers need training in which areas and provide information to guide the development of specific training techniques
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o Establish training objectives: goals for what the training is supposed to accomplish o Develop and test training materials On site methods: On the job: putting an inexperienced worker in the workplace and having a more experienced worker teach that person about the job
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This note was uploaded on 01/18/2011 for the course PYSCH 260 taught by Professor Lee,fiona during the Winter '09 term at University of Michigan.

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exam2studyguide-4 - Chapter 7 Employee Training and...

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