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Lecture #5 - Training and Development

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31 views

Lecture #5 - Training and Development

Uploaded by

zmntr67649
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPTX, PDF, TXT or read online on Scribd
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INTRODUCTION

TO HR
MANAGEMENT
Training and Development
Lesson Objective
• Outline and understand the role of HRM in the planning, delivery and
evaluation of employee orientation, training and development
programs
Learning Resources
• This course uses the OER Human Resource Management, 2nd Ontario
Edition. (Chapter 6)

• Material from this resource has been used to deliver the course
objectives.
Introduction
Notwithstanding a successful recruitment and selection process,
employees still require ongoing training and development,
particularly as it relates to the job, their company, and industry.

Lackof training can result in:


– lost productivity
– lost customers
– poor relationships between employees and managers
– employee dissatisfaction, which leads to retention problems
and high turnover
– increased costs
– reputational damage to the company

Employee training and development like change ... is constant.


Training and Development
Training refers to the formal and planned efforts to help
employees acquire knowledge, skills, and abilities to improve
performance in their current job.
• Training is an activity that seeks to improve or develop
additional competencies to increase performance or
productivity.
• For training to be effective it must be a planned activity
conducted after a thorough needs analysis and targeted at
certain competencies.
• Training effectiveness must also be measured.
Development refers to formal and planned efforts to help
employees acquire the knowledge, skills, and abilities required to
Effective Employee Training
Four approaches are generally utilized:

1. Employee Orientation – part of the 'onboarding' process.


2. In-House Training – job, company and industry specific areas.
3. Mentorship – experienced employee to help with transition.
4. External Training - as comfort with the job duties
grows, supplemental education and/or certification(s).
Employee Orientation
• Used for welcoming a new employee into the organization.

• The goals of employee orientation are to:

• Reduce employee start-up costs.


• Reduce employee anxiety.
• Reduce employee turnover.
• Save time for the supervisor and co-workers.
• Set expectations, understand company values and
attitudes.
In-House Training
Learning opportunities developed by the organization.
In-house training programs may be related to a specific job, such as how to
use a particular kind of software or a particular kind of machinery.
Many companies provide in-house training on various HR topics and soft
skills.
• Sexual Harassment
• Multicultural
• Communication
• Management / Leadership
• Customer Service
External Training

Includes training that is not performed internally (in-house) but rather, takes
place external to the organization.

External training may include seminars, formal education and


training programs, certification and licensing by the industry or
professional / trade associations, and courses at a university or college.
Training Program Development
Framework

Needs
Learning Delivery
Assessme Budget Content Timelines
Strategies Mode
nt
Needs Assessment
1. Organizational Assessment: a company-based
perspective.

2. Occupational Assessment: a job-task-based


perspective.

3. Individual Assessment: an employee-based perspective.


Learning Objectives
After you have determined what type of training should
occur, learning objectives for the training should be set.
• A learning objective is what you want the learner to be
able to do, explain, or demonstrate at the end of the
training period.
• Performance based and clear, and the end result of the
learning objective can be observable or measured in
some way.
• Be able to explain the company policy on sexual
harassment and give examples of sexual
harassment.
• Once we have set our learning objectives, we can utilize
Delivery Mode
1. On-the-Job Coaching Training Delivery
2. Mentoring and Coaching Training Delivery
3. Web-Based Training Delivery
4. Jab Shadowing Training Delivery

When choosing a delivery mode, it is also important to


consider your audience, content development, budget
and timelines.
Budget
• Training can be expensive.

• Direct and indirect costs


Employee Development
An employee development program is a process
developed to help people manage their careers, learn
new things, and take steps to improve personally and
professionally.
Succession
Motivation and Rentention

– Career Development Plan


– High Potential Program
Measuring Effectiveness
■ Reaction: How did the participants
react to the training program?

■ Learning: To what extent did


participants improve knowledge
and skills?

■ Behavior: Did behavior change as a


result of the training?

■ Results: What benefits to the


Kirkpatrick’s Four Levels of Training organization resulted from the
Evaluation
training?
End Chapter Review

■ Training Development Framework


■ Training vs Development
■ Employee Training Approaches
■ Training Effectiveness

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