Escolar Documentos
Profissional Documentos
Cultura Documentos
DEVELOPMENT
TRAINING AND DEVELOPMENT:
DEFINITION AND SCOPE
Select Implement
Select
T&D T&D
T&D Media
Method(s) Programs
Evaluate
T&D
Programs
ORGANIZATION CHANGE AND TRAINING
AND DEVELOPMENT
■ Organization Analysis
■ Task Analysis
■ Person Analysis
ESTABLISHING TRAINING AND
DEVELOPMENT OBJECTIVES
■ Coaching
■ Mentoring
■ Business Games
■ Case Study
■ Videotapes
■ In-basket Training
■ Internships
T& D METHODS (CONTINUED)
■ Role Playing
■ Job Rotation
■ Programmed Instruction
■ Computer-based Training
■ Cyberlearning
■ Classroom Learning
■ Corporate Universities
T& D METHODS (CONTINUED)
Diversity Training
Conflict Resolution
Values Training
Customer Service
IMPLEMENTING HUMAN RESOURCE
DEVELOPMENT PROGRAMS
■ Often Difficult
■ Many Managers are Action Oriented &
Frequently Feel Too Busy for T&D
■ Qualified Trainers must be Available
■ Requires a Higher Degree of Creativity than
Perhaps Any Other HR Specialty
EVALUATING HUMAN RESOURCE
DEVELOPMENT
■ Employment Situation
■ Company Policies & Rules
■ Compensation & Benefits
■ Corporate Culture
■ Team Membership
■ Employee Development
■ Dealing With Change
■ Socialization
ORGANIZATION DEVELOPMENT
■ Survey Feedback
■ Quality Circles
■ Sensitivity Training
■ Team Building & Self-directed Teams
Changing World of Training
■ Who is the trainer
■ Training for what
■ Training in what
■ What form of training
Excellent Trainer
■ Personal beliefs and values
Beliefs and values concerning ourselves
Reviewing your beliefs & values about yourself
Beliefs & values concerning others
Beliefs and values about information
Beliefs about how the world works
Skills of the Excellent Trainer
■ Facilitating learning and development
■ The context
■ The outcomes
■ What is being facilitated
■ How to facilitate
Managing Changes
■ Devolution of central functions
■ Empowerment
■ Flattened organisational structures
■ Downsizing/rightsizing
■ Objective setting
■ Performance management
T T T S
S S S S S S
Provider
Trainer
Manager
Innovator Consultant
Change
of Contracting
Training Investigation
consultancy
Feedback to client
Evaluate
WORKSHEET( designing a lecture)
■ Interest-Building Strategy(ies);
-introductory exercises
lead-off story or interesting visual
initial case problem
test questions
preview of content
■ Understanding & Retention -maximizing Techniques:
opening summary
examples
analogies
■ Participant Involvement
listener roles
spot challenges
Trainer Facilitator Training the Trainer Innovator
'Let me show 'Let me enable you to 'I believe you can do it' 'Let's do it differently'
you how to do do it'
it'
Low risk Medium risk Controlled risk Higher risk
More Comfortable with Works with a Creative,experimental.
comfortable high participant combination of High participant
in known involvement framework and high involvement
framework participation
Trainer Learner centered Trainer & learner One-to-one coaching
centered centered
Scripted Unscripted Scripted Opportunistic
High control Shared control High control Shared control
May need Free-flowing Builds on what is known Leading edge
piloting and tested