TRAINING &

DEVELOPMENT EMPLOYEES
Week 9
 Purpose of Orientation

Orientation Helps
New Employees

Know What
Feel Understand Begin the
Is Expected
Welcome the Socialization
in Work and
and At Ease Organization Process
Behavior
 The Orientation Process

Company
Employee Benefit
Organization and
Information
Operations

Personnel Employee Safety Measures

Policies Orientation and Regulations

Daily Facilities
Routine Tour
 The Training Process

 Training...

The process of teaching new employees the basic skills

they need to perform their jobs.

 Training’s Strategic Context...

training programs must make sense in terms of the

The firm’s

company’s strategic goals.

 Performance Management...

Taking an integrated, goal-oriented approach to assigning,

training, assessing, and rewarding employees’ performance.
 The Training Process

The Five-Step Training and Development Process

1 Needs analysis

2 Instructional design
3 Validation
4 Implement the program
5 Evaluation
 Analyzing Training Needs

Training Needs
Analysis

Task Analysis: Performance Analysis:

Assessing New Employees’ Assessing Current Employees’
Training Needs Training Needs
 Assessing Current Employees’ Training Needs

Assessment Center
Results Performance Appraisals

Methods for Job-Related

Individual Diaries
Identifying Performance Data
Training
Needs
Attitude Surveys Observations

Tests Interviews
 TRAINING METHODS ARE....

2. APPRENTICESHIP TRAINING
4. INFORMAL LEARNING

7. AUDIOVISUAL TRAINING

9. COMPUTER-BASED TRAINING
 Training Methods (cont’d)

 On-the-Job Training (OJT)

• Having a person learn a job by
actually doing the job.
 Types of On-the-Job Training
• Coaching or understudy
• Job rotation
• Special assignments
 Advantages...
• Inexpensive
• Learn by doing
• Immediate feedback
 On-the-Job Training

Steps to Help Ensure OJT Success

1 Prepare the Learner

2 Present the Operation

3 Do a Tryout

4 Follow Up
 Training Methods (cont’d)

 Effective Lectures...
• Don’t start out on the wrong foot.
• Give listeners signals.
• Be alert to your audience.
• Maintain eye contact with audience.
• Make sure everyone in the room can hear.
• Control your hands.
• Talk from notes rather than from a script.
• Break a long talk into a series of five-minute talks.
• Practice and rehearse your presentation.
 Programmed Learning

Presenting Providing
Allowing the
questions, facts, feedback on the
person to
or problems to accuracy of
respond
the learner answers

 Advantages...
• Reduced training time
• Self-paced learning
• Immediate feedback
• Reduced risk of error for learner
 Computer-Based Training (CBT)

 Advantages...
• Reduced learning time
• Cost-effectiveness
• Instructional consistency

 Types of CBT...
• Interactive multimedia training
• Virtual reality training
 Distance and Internet-Based Training

Teletraining

Videoconferencing
Distance Learning
Methods
Internet-Based Training

E-Learning and
Learning Portals
Air Asia’s Training Center

www.slideshare.co
AIR ASIA’S TRAINING CENTER

www.unimedia.ac.i
 Management Development

Long-Term Focus
of Management
Development

Assessing the Appraising Developing the

company’s managers’ managers and
strategic current future
needs performance managers
 Succession Planning

Steps in the Succession Planning Process

1 Anticipate management needs

2 Review firm’s management skills inventory

3 Create replacement charts

4 Begin management development

 Management Development (cont’d)

Managerial
On-the-Job
Training

Coaching/
Job Action
Understudy
Rotation Learning
Approach
 Management Development (cont’d)

Off-the-Job Management Training

and Development Techniques

The Case Study Method Role Playing

Management Games Behavior Modeling

Outside Seminars Corporate Universities

University-Related Programs Executive Coaches

 Managing Organizational Change and
Development

What to Change

Strategy Culture Structure Technologies Employees

 Managing Organizational Change and
Development

The Human
Resource Manager’s
Role

Effectively
Organizing
Overcoming using
and leading
resistance to organizational
organizational
change development
change
practices
Managing Organizational Change and
Development

Overcoming Resistance to Change:

Lewin’s Change Process

1 Unfreezing
2 Moving
3 Refreezing
 How to Lead the Change

 Unfreezing Phase
• Establish a sense of urgency (need for change).
• Mobilize commitment to solving problems.
 Moving Phase
• Create a guiding coalition.
• Develop and communicate a shared vision.
• Help employees to make the change.
• Consolidate gains and produce more change.
 Refreezing Phase
• Reinforce new ways of doing things.
• Monitor and assess progress.
 Using Organizational Development

Organizational Development (OD)

1 Usually involves action research.

2 Applies behavioral science knowledge.

3 Changes the organization in a particular direction.

 Evaluating the Training Effort

 Designing the Study

• Time series design
• Controlled experimentation
 Training Effects to Measure
• Reaction of trainees to the program
• Learning that actually took place
• Behavior that changed on the job
• Results achieved as a result of the training