mba642_t05_training_and_development

mba642_t05_training_and_development - Training&...

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Unformatted text preview: Training & Development Paul L. Schumann, Ph.D. © 2011 by Paul L. Schumann. All rights reserved. 1 Strategic Training & Development Process Development Business strategy • What’s the mission, values, goals? Strategic T&D initiatives • What T&D initiatives will support the business strategy? T&D activities • What specific T&D activities should be implemented? Metrics that show the value of T&D 2 Training & Development Training: focus on current job Development: focus on future jobs 3 Steps in the Training Process 1. Training needs assessment 2. Ensure employee readiness 3. Create learning environment 4. Ensure transfer of training 5. Select training methods 6. Evaluate training 4 1. Training Needs Assessment Organizational analysis • • • Support of managers & peers Company strategy Training resources 5 1. Training Needs Assessment Person analysis • • • • • Person characteristics Input Output Consequences Feedback 6 1. Training Needs Assessment Task analysis Select jobs Develop preliminary list of tasks performed on the selected jobs • Confirm the list of tasks • Identify the knowledge, skills, & abilities required to successfully perform each task • • 7 2. Ensure Employee Readiness Motivation to learn Self­efficacy Understand the benefits of training Awareness of training needs, career interests, & goals • Understand work environment characteristics • Awareness of employees’ basic skill levels • • • 8 3. Create Learning Environment Conditions for learning Objectives of the training program Meaningful training content Opportunities for practice Feedback Learn by doing, observing others, & sharing experiences in “communities of practice” • Good program administration • Facilitate recall of training content • • • • • 9 3. Create Learning Environment Learning requires effective practice sessions • Provide sufficient practice time • Distribute practice sessions over multiple days • Allow time for overlearning 10 10 4. Ensure Transfer of Training Climate for transfer Manager support & action plan Peer support & support network Opportunity to perform Technology support Self­management skills 11 11 5. Select Training Methods Off­the­job training • • • • • • • Classroom instruction Teleconference Webcast Audio­visual instruction Lectures Case studies Simulations 12 12 5. Select Training Methods On­the­job training • Managers or peers provide training Observation Explanation Imitation 13 13 6. Evaluate Training 4 Levels of Evaluation (Kirkpatrick): • • • • Reaction: satisfaction of trainees Learning: test trainees Behavior: job performances of trainees Results: payoff for organization • • • One­shot posttest­only design One­group pretest­posttest design Pretest­posttest control­group design Evaluation designs: 14 14 Steps in the Training Process 1. Training needs assessment 2. Ensure employee readiness 3. Create learning environment 4. Ensure transfer of training 5. Select training methods 6. Evaluate training 15 15 Employee Development Training: focus on current job Development: focus on future jobs • • • • Provide formal education programs Assess employee’s potential Provide developmental job experiences Provide developmental interpersonal relationships 16 16 ...
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