ECE _DSST _ Human Resource MGMT

Over half of us companies sponsor diversity training

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Over half of US companies sponsor diversity training to raise awareness of the changing and varied demographics of the workforce. Employees need to be aware of equal opportunity legislation, affirmative action plans and the benefits of a diverse workforce.
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To create a training program that maximizes the benefits of individual and organizational performance, a systems approach should be adopted. The systems approach is a thorough model of assessment that ensures the best possible result if correctly implemented. The four stages of the systems approach are needs assessment, program design, implementation and evaluation . The evaluation phase is necessary to determine the efficacy of the training program. The factors for evaluating training programs are reactions, learning, behavior and results. This method gauges the reactions of the participants – whether they liked the program and content or not. These reactions are usually generalized rather than focused feedback. The learning criterion refers to measuring the skills learned by employees from the program as compared with those who have not attended the program, whereas the behavior criterion describes the transfer of training to the performance of the job. The behavior criterion refers to the effective application of skills learned at training to the actual job functions. The results aspect of training evaluation refers to the final results of the training in terms of increased productivity, decreased costs and increased profits. One of the main reasons for introducing training programs in companies is the eventual decrease in company costs as a consequence of improving the methods of working at the company The needs assessment element of the systems approach to training comprises of three types of analyses: organization analysis, task analysis and person analysis. Task analysis is the method of determining what the training content should consist of based on an examination of the tasks and duties of the job. Person analysis determines which employees need or do not need training whereas organization analysis focuses on the areas of the organization that require training based on a study of the organization as a whole. It is wasteful to train employees in a subject matter in which they are already proficient. By determining which employees need training and in the relevant subjects in which there is a shortcoming, resources can be better managed and conserved. The training methods commonly used for nonmanagerial staff include on-the-job-training (OJT), apprenticeships, cooperative training, classroom teaching, self-directed learning, audiovisual learning, e-learning and simulation methods. Cooperative training mixes formal classes with on-the-job experiences. This may take the form of internships or government training. Self-directed learning, also known as programmed
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Over half of US companies sponsor diversity training to...

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