Escolar Documentos
Profissional Documentos
Cultura Documentos
publishing as
8–1
Prentice Hall
Learning Objectives
1. Summarize the purpose and process of
employee orientation.
2. List and briefly explain each of the five
steps in the training process.
3. Describe and illustrate how you would
identify training requirements.
4. How to use training techniques.
Purpose of Orientation
8–3
The Orientation Process
Daily Facilities
routine tour
8–4
e.g. New Employee Orientation
5
Training and development
• Training
– Is the process of teaching new or current
employees
the skills they need to perform their jobs
• Development
– Involves learning that goes beyond
today’s job
8–6
The ADDIE Five-Step
Training Process
• Analyze
• Design
• Develop
• Implement
• Evaluate
(I) Analyzing Training Needs
Training Needs
Analysis
8–8
• Task analysis is a detailed study of the
job to determine what specific skills the
job requires. Assess new employees’
training need
• Performance analysis is the process
of verifying that there is a performance
deficiency and determining whether the
employer should correct such
deficiencies through training or some
other means (like transferring the
employee
Exercise 1
• Imagine you are the manager of a
factory with 500 workers making
clothes for export to Europe.
• What information and evidence do you
need before you can say the
employees need training?
• Try to list 5 ideas.
10
Response to exercise 1
• Accidents report • Staff discipline report
• Sick leave report • Staff enquiries &
• Employee complaints
compensation statistics • Guests complaints
• Product quality control
report • Refusal of orders made
• Wastage report • Quality of product
• Efficiency report report
• Machinery out-of-order • Market needs & trends
report • Demographic data &
background of
employees
11
FIGURE 8–2 Example of Competency Model for Human Resource Manager
8–12
Performance Analysis:
Assessing Current Employees’ Training Needs
Specialized Software
Assessment Center
Results Performance Appraisals
Tests Interviews
Can’t-do or Won’t-do?
8–13
II Designing the training program
8–15
Example :Preparing Training Plan
16
Training Calendar Example
8–18
(a)The OJT Training Method
8–21
(d) Lectures
• Lecturing is a quick and simple way to
present knowledge to large groups of
trainees, eg when the sales force needs to
learn a new product’s features.
8–22
Programmed Learning
Presenting Providing
Allowing the
questions, facts, feedback on
person to
or problems to the accuracy
respond
the learner of answers
• Advantages
Reduced training time
Self-paced learning
Immediate feedback
Reduced risk of error for learner
8–23
(f) Behavior modelling
• Trainees are first shown good management technique in
a film, are asked to play roles in simulated situation, are
given feedback and praise by supervisor.
• Basic procedure:
• 1. modelling- trainees watch video example showing
model behave effectively in a problem situation
• 2. role play- Trainee get roles to play in simulated
situation; they are to practice effective behavior
demonstrated by model
• 3. social reinforcement- Trainer provide
reinforcement in a form of praise and constructive
feedback
• 4. Transfer of training- Trainees are encouraged to
apply their new skills when they are back on jobs
8–24
(g) Audio visual
• Use DVD, film and audiotapes
8–26
Off-the-Job Management Training &
development technique (manager)
8–28
Evaluating the Training based
on Donald Kirpatricks