Hlecture10

Hlecture10 - 1 TRAINING AND DEVELOPMENT Professor Bruce...

Info iconThis preview shows pages 1–3. Sign up to view the full content.

View Full Document Right Arrow Icon
1 TRAINING AND DEVELOPMENT Professor Bruce Fortado MAN 4301/6305 University of North Florida An Instructional System is composed of (1) Problem Diagnosis (Performance Analysis, Need Analysis or Skills Gapping), (2) Program Design, (3) Program Delivery, and (4) Program Evaluation. The systems approach gives important impetus to the establishment of objectives and evaluation criteria. A small pilot test may be conducted to validate the program before it is fully implemented (Dessler, 2009: 162). Training/development is never a finished product. There are always continued revisions to meet goals, situations change, and goals also change. It should be kept in mind that there may be a "sleeper effect" where it takes time for results to show up back on the job. One also does not know how long the impact will last. Interest in training and development has risen due to the need for a wider array of skills, awareness of the entire production system, the need to be responsive to mishaps, changing customer needs, interest in building clusters of internal team experts, more vocal concern over employment security, career growth, and retraining costs. An Institutional System Assessment Phase Training & Development Phase Evaluation Phase Note: There are many other instructional-system models for military, business and educational systems. Some of the components of this model were suggested by other systems. Taken from I. L. Goldstein (1986). Improving the Effectiveness of Performance Appraisal, in Perpectives on Personnel/ Human Resource Management , H. G. Heneman III and D. P. Schwab (eds.), 212-218. Homewood, IL: Irwin. Assess instructional need Derive Objective Develop criteria Pretest trainees Evaluate training Monitor training Evaluate transfer Select training media and learning principle Conduct training
Background image of page 1

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full DocumentRight Arrow Icon
2 HR Training and Development Methods Employee Orientation (Onboarding) = Basic background information is provided. The history of the organization, culture and the basics of various HR subjects are covered. The aim is to make the employee feel welcome, provide a general understanding of the organization, and start to socialize them with regard to the policies and procedures (how one should act) (Dessler, 2011: 142) Job Instruction = The trainer explains the job in its proper sequence and demonstrates how it should be done. The trainee tries to replicate the methods, and receives feedback from the trainer. Coaching (Understudy Method) = On a day-to-day basis the manager notes what the employee is doing properly and improperly. The trainer should provide advice on how the trainee can do his/her job more easily and effectively. Some supervisors, however, are reluctant to challenge or criticize. Informal Learning
Background image of page 2
Image of page 3
This is the end of the preview. Sign up to access the rest of the document.

This note was uploaded on 07/09/2011 for the course MAN 4401 taught by Professor Fortado during the Spring '11 term at UNF.

Page1 / 7

Hlecture10 - 1 TRAINING AND DEVELOPMENT Professor Bruce...

This preview shows document pages 1 - 3. Sign up to view the full document.

View Full Document Right Arrow Icon
Ask a homework question - tutors are online