Hlecture10

Hlecture10 - 1 TRAINING AND DEVELOPMENT Professor Bruce...

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TRAINING AND DEVELOPMENT Professor Bruce Fortado MAN 4301/6305 University of North Florida An Instructional System is composed of (1) Problem Diagnosis (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 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. 1 Assess instructional need Derive Objective Develop criteria Pretest trainees Evaluate training Monitor training Evaluate transfer Select training media and learning principle Conduct training
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HR Training and Development Methods 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. Mentoring = A figure who is often 8 to 15 years older, and 2 or 3 levels above provides career advice, hints on how to tackle problems, and demonstrates interpersonal/political skills by example. The trainee often picks up the mentor's friends and enemies (i.e. "guilt by association"). The process should be monitored so the trainee is not exploited (e.g. the mentor taking credit for his/her ideas). Apprenticeship
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This note was uploaded on 07/29/2011 for the course MAN 4301 taught by Professor Fortado during the Fall '09 term at UNF.

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Hlecture10 - 1 TRAINING AND DEVELOPMENT Professor Bruce...

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