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    Human Resource Management: Gaining A Competitive Advantage: Training

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    Nafees hasan

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    © All Rights Reserved
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    Human Resource Management: Gaining A Competitive Advantage: Training

    Uploaded by

    Nafees hasan
    60 views18 pages

    Original Title

    Chap 007

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    © © All Rights Reserved

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    Copyright:

    © All Rights Reserved
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    60 views18 pages

    Human Resource Management: Gaining A Competitive Advantage: Training

    Uploaded by

    Nafees hasan

    Copyright:

    © All Rights Reserved
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    of 18

    Human Resource Management:

    Gaining a Competitive Advantage

    Chapter 07
    Training

    McGraw-Hill/Irwin Copyright © 2013 by The McGraw-Hill Companies, Inc. All rights reserved.
    Continuous & High-Leverage Training

    • Training facilitates employees’ learning job-related


    knowledge, skills and behavior.
    • Continuous learning requires employees to understand the
    entire work process, acquire and apply new skills and share
    what they have learned with others.
    • High-leverage training is:
     linked to strategic business goals and objectives,
     supported by top management,
     relies on an instructional design model, and
     benchmarked to programs in other organizations.

    7-2
    Formal and Informal Training

    7-3
    Key Features of Continuous Training

    7-4
    Strategic Learning & Development Process

    7-5
    The Training Process

    7-6
    Needs Assessment Process

    Organizational analysis a process for determining the appropriateness of training


    by evaluating the characteristics of the organization.
    Person analysis a process of determining individual’s needs and readiness for 7-7
    training
    Task analysis the process of identifying and analyzing the tasks to be trained
    5 Factors that Influence
    Employee Performance and Learning

    7-8
    Task Analysis

    7-9
    Factors that Influence Motivation to Learn

    7-10
    Ensure Employee Motivation for Learning

    7-11
    7 Conditions for Learning

    1. Need to know why they should learn.

    2. Meaningful training content.

    3. Opportunities to practice or social network interaction.

    4. Feedback.

    5. Observe, experience and interact with others.

    6. Good program coordination and administration

    7. Commit training content to memory

    7-12
    Transfer of Training

    7-13
    Selecting Training Methods
     Presentation Methods
     Instructor-led classroom instruction
     Distance learning, teleconferencing & webcasting
     Audiovisual techniques

     Hands-on Methods
     On-the-job training
     Self-directed learning
     Simulations
     Business games and case studies
     Behavior modeling
     E-learning

    7-14
    Determine Return on Investment (ROI)

    7-15
    Managing Diversity and Inclusion
     Managing Diversity- process of creating an environment that allows all
    employees to contribute to organizational goals and experience personal
    growth.

     2 Types of Diversity Training:


    1. Attitude awareness and change programs
    2. Behavior based programs
     2 Goals of Diversity Training and Inclusion:
    1. Eliminate values, stereotypes, and managerial practices that inhibit
    employees’ personal development
    2. Allow employees to contribute to organizational goals regardless of
    their race, sexual orientation, gender, family status, religious
    orientation, or cultural background.

    7-16
    Managing Diversity Programs

    7-17
    Summary

     Technological innovations, new product markets, and a


    diverse workforce have increased the need for companies
    to reexamine how their training practices contribute to
    learning.
     The key to successful training is choosing the most
    effective training method.
     Managing diversity and cross-cultural preparation are two
    training issues relevant to capitalize on a diverse
    workforce and global markets.

    7-18

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