Chapter 7

Training

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 Learning Objectives

1. Discuss how training, informal and continuous

learning, and knowledge management can
contribute to companies business strategy.
2. Explain the managers role in identifying
training needs and supporting training.
3. Conduct a needs assessment.
4. Evaluate employees readiness for training.
5. Discuss strengths and weaknesses of
presentations, hands-on and group training
methods.

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 Learning Objectives

6. Explain potential e-learning training

advantages.
7. Design a training session to maximize learning.
8. Choose an appropriate evaluation design based
on training objectives and analysis of
constraints.
9. Design a cross-cultural preparation program.
10.Develop a program for effectively managing
diversity.

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 Training can...

Increase employees knowledge of foreign

competitors and cultures.
Help ensure that employees have skills to work
with new technology.
Help employees understand how to work
effectively in teams to contribute to product and
service quality.
Improve employee performance which leads to
improved business results.

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 Training can...

Ensure that the companys culture

emphasizes innovation, creativity and
learning.
Ensure employment security by providing new
ways for employees to contribute when their
jobs change or interests change or skills
become obsolete
Prepare employees to work more effectively
with each other.

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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.
High-leverage training is:
linked to strategic business goals and objectives,
supported by top management,
relies on an instructional design model, and is
benchmarked to programs in other organizations.

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Features of Continuous Learning

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2 Types of Knowledge

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Key Features of Continuous
Training

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ADDIE Model

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Training Process

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 Needs Assessment Process

What is the content?

Who needs training?

In what do they
need training?

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 3 Factors to Choose Training

Support-
Manager and Peers
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 5 Factors That Influence
Employee Performance and
Learning

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Task Analysis

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Factors That Influence Motivation to
Learn

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Ensure Employee Motivation for
Learning

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 Ensuring Employee Readiness
for Learning

To increase employees' self-efficacy

level:
1. Let employees know that trainings purpose is
to improve performance.
2. Provide information about the training program
and purpose prior to actual training.
3. Show employees their peers training success.
4. Provide employees feedback that learning is
under their control and they have the ability
and responsibility to overcome learning
difficulties experienced in the program.
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Basic Skills

7-19
7 Conditions for Learning

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 Work Environment
Characteristics Influencing
Transfer of Training

(EPSS)

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 How Managers Can Support
Training Table 7.5
Understand the content.

Know how training relates.

Evaluate employees on how they apply training.
Support employees use of training on the job.
Ensure they have equipment and technology to
apply training.
Prior to training, discuss how to use content.
Explain why they have been asked to attend.
Give feedback and recognize those who use
content.
Be a trainer. 7-22
Managers Support - Action Plans

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 Selecting Training Methods
Presentation Methods
Instructor-led classroom instruction
Distance learning, teleconferencing & webcasting
Audiovisual techniques
Mobile technology
Hands-on Methods
On-the-job training, apprenticeships and
internships
Self-directed learning
Simulations, avatars
Business games and case studies
Behavior modeling
E-learning
Social media
Blended learning
Learning management system (LMS)

Group or Team Building

Experiential programs
Cross, coordination and team training
Action and adventure learning
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Evaluating Training Programs

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 Evaluation Designs

Pre-test/Post-test
with comparison
group

Post-test only with

comparison group

Pre-test/Post-test

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Determining Return on
Investment (ROI)

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 Cross-Cultural Preparation

Expatriate - is an employee sent by a company

to manage operations in a different country.
Expatriates need to be:
1. Competent in their area of expertise.
2. Able to communicate verbally and nonverbally
in host country.
3. Flexible, tolerant of ambiguity and sensitive to
cultural differences.
4. Motivated to succeed, able to enjoy the
challenge of working in other countries, and
willing to learn about the host countrys
culture, language and customs.
5. Supported by their families.

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3 Phases of Cross-Cultural
Preparation

Inclusio
n

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 Managing Diversity and
Inclusion
Diversity - any dimension that differentiates a
person from another.

Managing Diversity - process of creating an

environment that allows all employees to contribute
to organizational goals and experience personal
growth.
Types of Diversity Training - attitude awareness
and change programs and behavior-based programs
Goals of Diversity Training and Inclusion:
Eliminate values, stereotypes, and managerial practices
that inhibit
Allow employees to contribute to organizational goals
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Managing Diversity Programs

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 Onboarding and Socialization
Onboarding or socialization process of helping
new hires adjust to social and performance aspects of
their new jobs.
4 Steps of Onboarding:

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 Characteristics of
Effective Onboarding Programs
Employees are encouraged to ask questions
Program includes information on both technical and social
aspects
Manager has some onboarding responsibility
Embarrassing new employees is avoided
Learn about the company culture, history, language,
products, services,
and customers
Follow-up of employee progress
Involves participation, active involvement, and formal and
informal
interaction
Relocation assistance is provided 7-33
 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.
Training can contribute to effectiveness through
establishing a link with the companys strategic
direction and demonstrating through costbenefit
analysis how training contributes to profitability.
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.

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