Training and Developing Employees英文版).ppt

1、Training and Developing Employees 9031522 劉又菁 9031525 陳聖傑,Chapter Outline,Orienting Employees The Training process Training Techniques Training for Special Purposes Managerial Development and Training Techniques Evaluating the Training Effort,Orienting Employees,Employee orientation A procedure for

2、providing new employees with basic background information about the firm. Socialization Orientation Programs (Figure 7-1) Orientation 1.HR specialist 2.New supervisor,The Training Process,Introduction The Five-Step Training and Development Process Training and Learning Legal Aspects of Training Trai

3、ning Needs Analysis,Introduction,Training The methods used to give new or present employees the skills they need to perform their jobs. Why the training business is booming,The Five-Step Training and Development Process,1.NEEDS ANALYSIS(需求分析) 2.INSTRUCTIONAL DESIGN(教材設(shè)計) 3.VALIDATION(確認(rèn)) 4.IMPLEMENT

4、ATION(執(zhí)行) 5.EVALUATION AND FOLLOW-UP(評估及追蹤) REACTION LEARNING BEHAVIOR RESULTS,Training and Learning,Training is a learning process. Suggestion 1.Meaningful 2.Easy to transfer 3.Motivate the trainee 4.Effectively prepare the trainees,Legal Aspects of Training,Equal employment laws Negligent training

5、 1.情形 2.預(yù)防措施 確定應(yīng)徵者是否真的具備其宣稱的技能與經(jīng)驗 多方面訓(xùn)練 有保護第三人健康安全的程序 評估訓(xùn)練活動,Training Needs Analysis,To determine what training is required Two main ways to identify training needs 1.Task analysis(特別適用於決定新進(jìn)職者的訓(xùn)練需求) 2.Performance analysis(評估在職員工績效) Other technique ex:observations,questionnaire surveys,Task Analysis:

6、Assessing the Training Needs of New Employees,用途:to determine the training needs of employees who are new to their jobs 目的:to determine what specific skills the job requires (ex:主管應(yīng)具備面試技巧) 方法:job descriptions and job specifications 協(xié)助:Task Analysis Record Form,Task Analysis Record Form,Task List : m

7、ain tasks and subtasks How Often Performed : frequency Quantity,Quality Standards : standards Performance Conditions : conditions Skills Required : the skills or knowledge required Where Best Learned : on or off the job,Performance Analysis:Determining the Training Needs of Current Employees,目的 : 評估

8、在職員工的績效,以決定是否要經(jīng)由訓(xùn)練或其他方法加以改正(若有顯著績效不佳) 重點 : 區(qū)別“cant do”與“wont do” Cant do (做不到) - 原因 ex:dont know what to do , poor selection Wont do (不願意做) - could do a good job if employees wanted to - change the system,Training Techniques,On-the-Job Training Apprenticeship Training Informal Learning Job Instructi

9、on Training Lectures Programmed Learning Audiovisual Techniques Vestibule or Simulated Training Computer-Based Training Training Via CD-ROM and the Internet,On-the-Job Training,意義 : learn a job by actually performing it. 型式 : 1.coaching or understudy method (教練法) 2.Job rotation (工作輪調(diào)) 優(yōu)點 : 1.inexpen

10、sive 2.learn while producing 3.no need for expensive off-job facilities 4.facilitate learning 注意事項 : 1.訓(xùn)練者本身應(yīng)受過嚴(yán)格的訓(xùn)練 2.訓(xùn)練者應(yīng)接受教學(xué)方法的訓(xùn)練 (job instruction technique),Job instruction technique, STEP 1 : PREPARATION OF THE LEARNER (學(xué)習(xí)者的準(zhǔn)備) STEP 2 : PRESENTATION OF THE OPERATION (操作示範(fàn)) STEP 3 : PERFORMANCE

11、TRYOUT (績效測試) STEP 4 : FOLLOW-UP (追蹤),Apprenticeship Training,A structured process by which individuals become skilled workers through a combination of classroom instruction and on-the-job training. Ex : in Germany,Informal Learning,Any learning that occurs in which the learning process isnt determi

12、ned or designed by the organization.,Job Instruction Training,意義 : Step-by-step process 內(nèi)容 : 1.以適當(dāng)?shù)捻樞蛄谐龉ぷ髦兴斜匾牟襟E (指示該做些什麼) 2.在每個步驟旁列出重點 (指示要如何做以及為什麼這麼做) 範(fàn)例 : how to operate a large motorized paper cutter,Lectures,優(yōu)點 : 可以迅速且簡單的方式提供知識給一大群受訓(xùn)者 實用原則 : 1.Give your listeners signals 2.Dont start out on th

13、e wrong foot 3.Keep your conclusions short 4.Be alert to your audience 5.Maintain eye contact with the trainees in the program 6.Make sure everyone in the room can hear 7.Control your hands 8.Talk from notes rather than from a script 9.Eliminate bad habits 10.Practice,Programmed Learning,功能 : 1.Pres

14、enting questions,facts,or problems to the learner 2.Allowing the person to respond 3.Providing feedback on the accuracy of his or her answers 範(fàn)例 :學(xué)習(xí)微積分的程式化教材 優(yōu)點 : 1.Reduce training time by about one-third 2.Facilitate learning,Audiovisual Techniques,視聽技術(shù) : ex 影片,錄影帶,錄音帶 以下情況可考慮使用 (因成本較高) 1.當(dāng)需要加以對特定順

15、序說明 (ex:焊接鐵線) 2.當(dāng)有需要讓受訓(xùn)者認(rèn)識在現(xiàn)場講授中不易示範(fàn)的情境 (ex:心藏手術(shù)) 3.當(dāng)整個組織都將施行訓(xùn)練,及訓(xùn)練者從某地至另一地的成本太高 Teletraining & Videoconference distance learning,Teletraining,A trainer in a central location can train groups of employees at remote locations via television hookups. Ex : AMP公司,Videoconference distance learning,A mean

16、s of joining two or more distant groups using a combination of audio and visual equipment. 建議 : 1.避免閃亮的珠寶或花樣繁多的衣物 2.至少提早20分鐘到達(dá) 3.測試將用到的所有設(shè)備 4.調(diào)整燈光,Vestibule or Simulated Training,意義 : 讓受訓(xùn)者藉由工作上所使用的模擬設(shè)備來學(xué)習(xí) 目的 : 能獲得在職訓(xùn)練的好處,而不用把受訓(xùn)者置於實際工作中 適用情形 : 當(dāng)在職訓(xùn)練過於昂貴或危險時 範(fàn)例 : 飛行模擬器 (飛行員訓(xùn)練) 1.Safety 2.Learning effi

17、ciency 3.Cost savings,Computer-Based Training,The trainee uses a computer-based system to interactively increase knowledge or skills. 例子 : 西北公司訓(xùn)練面試人員 優(yōu)點 : 1.reduce learning time by an average of 50% 2.cost effective 3.instructional consistency 4.increased trainee motivation,Training Via CD-ROM and t

18、he Internet,網(wǎng)際網(wǎng)路訓(xùn)練課程的目標(biāo) : 教導(dǎo)網(wǎng)際網(wǎng)路使用者如何使用網(wǎng)際網(wǎng)路 Ex : Roadmap 利用公司內(nèi)部網(wǎng)路(intranets)幫助computer-based training Ex : Silicon Graphics,Training Via CD-ROM and the Internet,對提升technology-based distance learning programs之教學(xué)效率的建議 : 1.maintain eye contact 2.use the variety of media available 3.emphasize technology

19、 that is reliable and high quality 訓(xùn)練軟體的製造者,Training for Special Purpose,Literacy Training Technique To attain analytical skills, it is impossible without the basic ability! Test employees basic skills Institute basic skills and literacy programs Supervisors focus on basic skills by giving employees

20、 writing and speaking exercises But in fact, is this only a training problem?,Training for Special Purpose,AIDS Education 1,000,000 Americans are infected! For moral and legal reasons, they must be allowed to remain on their jobs And other coworkers feelings? Institute AIDS education programs, but.

21、Resistance! Although these programs. In fact, what do people think?,Training for Special Purpose,Diversity Training Want to create better cross-culture sensitivity with the aim of creating more harmonious working relationship, but. The structure of training program is important! The accurate meaning

22、 - “diversity-based training programs” Still, can this problem solve by training?,Training for Special Purpose,Customer Service Training Customer service plays an important role everywhere! Include 2/3 U.S. workers, and increase the power competition of companies. The basic aim is to train all emplo

23、yees to treat the companys customers in a good manner! This is an effective way, but in Taiwan.,Training for Special Purpose,Training for Teamwork and Empowerment To be a good team member! - Japan Outdoor training is a “omoshiroi” way. But not all employees are eager to these! So. Yes! Give reward!

24、But. Training for empowerment - team training,Training for Special Purpose,Providing Employees with Lifelong Learning Provide continuing training from basic remedial skills to advanced decision-making technique throughout employees careers Have more confidence to face challenges It should be an exte

25、nsive training program For example, go to university,Managerial Development,Any attempt to improve managerial performance by imparting knowledge, changing attitude, or increase skills. To enhance the future performance of organization Assess the companys needs Appraise the managers performance Devel

26、op the managers themselves Involve all or most new management recruits,Succession Planning,A process though which senior-level openings are planned for and eventually filled An organization projection is made The HR department reviews its management skills inventory to identify the management talent

27、 now employed Management replacement charts are drawn,Managerial on-the-job Training,Job Rotation Moving management trainees from department to department to broaden their understanding of all parts of the business - often a recent graduate Just be an observer, but more commonly get fully involved i

28、n its operations The length of training time should be determined by how fast trainees are learning It may be the best effective way,Managerial on-the-job Training,Coaching/Understudy Approach The trainee works directly with a senior manager or with the person the trainee is to replace But the latte

29、r has some problem Can transfer the job completely?,Managerial on-the-job Training,Action Learning Allow management trainees to work full-time on projects, analyzing and solving problems in other departments. Can offer trainees a small project to do,Managerial off-the-job Training,The Case Study Met

30、hod Present a trainee with a written description of an organizational problem The case should be actual situations from the trainees own firm Notice：Dont dominate the case analysis!,Managerial off-the-job Training,Management Game Like strategic game Trainees learn best by getting involved in the act

31、ivity itself, and the games can be useful for gaining such involvement. But what kind of games does work?,Managerial off-the-job Training,Outside Seminars Too many. University-Related Programs Provide the latest management skills Have periods of time off to learn Cooperate in video-link,Managerial o

32、ff-the-job Training,Role Playing Create a realistic situation and have trainees assume the roles of specific persons in this situation In order to solve the problem at hand and develop trainees skills in areas, like leadership. But is this childish? Maybe.,Managerial off-the-job Training,Behavior Mo

33、deling Show trainees the right way of doing something Let each person practice the right way to do it Provide feedback regarding each trainees performance Train first-line supervisors to handle common supervisor-employee interaction better Train middle managers to better handle interpersonal situati

34、on,Managerial off-the-job Training,Behavior modeling procedure Modeling Role playing Social reinforcement Transfer of training Maybe it can be a very effective way, but Different people have different preferred learning styles! Like 制約,Managerial off-the-job Training,In-House Development Centers A c

35、ompany-based method for exposing trainees to realistic exercises to develop improved management skills In practice, these centers neednt produce all of their own training programs.,Managerial off-the-job Training,Executive Development in Global Companies Appropriate selection and rich preplacement d

36、evelopment are very important! Education background and experiences Personality and family situation Brief candidates fully and clearly Give advise about culture, language, emotion Monitor Establish a repatriation program,Evaluating the Training Effort,Controlled Experimentation Methods for testing the effectiveness of a training prog