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chapter_08 - Implementing HRD Programs Chapter 8 HRD3eCH6...

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10/08/09 HRD3eCH6 Contributed by W. Dot 1 Implementing HRD Programs Chapter 8
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10/08/09 HRD3eCH6 Contributed by W. Dot 2 Points to Ponder… The best way to learn any new skill is to  learn it on the job. Lectures are not a good method for  training. It’s easy to come up with stimulating  discussion questions. Case studies are used for time fillers.
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10/08/09 HRD3eCH6 Contributed by W. Dot 3 Training Delivery Methods Three basic categories: On-the-Job Training Classroom Training Self-Paced Training
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10/08/09 HRD3eCH6 Contributed by W. Dot 4 On-the-Job Training (OJT) Job instruction training (JIT) Job rotation Coaching Mentoring
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10/08/09 HRD3eCH6 Contributed by W. Dot 5 Characteristics of OJT Training at one’s regular workstation. Most common form of training. Strengths: Realism Applicability Weaknesses: No formal structure Can perpetuate mistakes
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10/08/09 HRD3eCH6 Contributed by W. Dot 6 More on OJT Facilitates training transfer to the job. Reduced training costs, since  classroom is not needed. Noise and production needs may  reduce training effectiveness. Quality and safety may be impacted.
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10/08/09 HRD3eCH6 Contributed by W. Dot 7 Job Instruction Training (JIT) Prepare  the worker Present  the task Practice  the task Follow-up
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10/08/09 HRD3eCH6 Contributed by W. Dot 8 JIT Process Observe work processes. Brainstorm improvements. Analyze options. Implement improvements. Evaluate results and make adjustments.
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10/08/09 HRD3eCH6 Contributed by W. Dot 9 Job Rotation Train on different tasks/positions. Often used to train entry-level  managers. Also used to provide back-up in  production positions.
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10/08/09 HRD3eCH6 Contributed by W. Dot 10 Coaching and Mentoring Coaching  – between worker and  supervisor.
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This note was uploaded on 11/15/2011 for the course I SYS 201 taught by Professor Meservy during the Winter '11 term at BYU.

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chapter_08 - Implementing HRD Programs Chapter 8 HRD3eCH6...

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