Chapter 8 HR

HR

Training and Development (T&D)

is a crucial human resources practice aimed at enhancing employee skills and improving organizational performance.

Training

This is focused on equipping employees with the knowledge and skills necessary for their current job roles. It is typically short-term and specific

Development

This goes beyond the immediate job requirements and has a long-term focus. It prepares employees for future roles and responsibilities

Bottom-line (primary) purpose for T&D

to enhance employee competency and improve organizational performance.

Steps in the T&D process

Determine Specific T&D Needs, Establish T&D Objectives, Select Methods and Delivery Systems, Evaluate T&D Effectiveness.

Determine Specific T&D Needs

Identify the organization's training needs through a systematic assessment at the organizational

Establish T&D Objectives

Set clear objectives for the training program. These objectives guide the design and implementation of the program and ensure it supports organizational goals.

Select Methods and Delivery Systems

Choose appropriate training methods

Evaluate T&D Effectiveness

Continuously assess the program's effectiveness using metrics like participant feedback

Organizational Analysis

aligns training with strategic goals

Task Analysis

identifies skills needed for specific jobs

Person Analysis

tailors training to individual needs

Instructor-Led/Classroom Training

Best for structured learning environments where interaction and immediate feedback are crucial. Facilitates direct communication

MOOC (Massive Open Online Courses) and E-Learning

Offers flexibility

Case Study Method

Develops analytical and decision-making skills by examining real-life scenarios.

Behavior Modeling and Role Playing

Appropriate for training that requires practicing interpersonal skills and behaviors.

Business Games

Beneficial for enhancing strategic thinking and problem-solving skills in a competitive setting.

In-Basket Training

Involves prioritizing tasks

On-the-Job Training

Effective when practical experience and immediate application of skills are needed.

Apprenticeships

Common for skilled trades such as carpentry

Team Training

Useful when improving team dynamics and collaboration.

Cross Training

Accomplishes greater versatility among team members by teaching multiple roles.

Corporate Universities

In-house training facilities that offer tailored programs to meet the specific needs of the organization.

Colleges and Universities

Traditional institutions that provide professional

Community Colleges

Offer localized and more affordable training options.

Online Higher Education

Includes e-learning platforms and MOOCs

Hybrid Programs

These programs offer a mix of online and traditional classroom experiences. Students can take some classes online while attending others in person at a university.

Synchronous Learning

This format requires students to attend classes online at scheduled times

Asynchronous Learning

Students complete assignments within a set timeframe but do not need to attend classes at specific times. Communication with professors and classmates is facilitated through online systems

Vestibule System

Training conducted away from the actual work environment but using similar equipment to reduce pressure and focus on skill learning.

Video Media

Utilizes DVDs and other video formats

Simulators

Provide realistic training experiences without the risks associated with real-life operations.

Social Networking

Supports informal learning through social media

Good Recordkeeping

Involves maintaining detailed records of employee performance during and after training to measure effectiveness.

Metrics for Evaluating T&D

Participants’ Opinion

Participants’ Opinion

Gathering feedback from trainees about satisfaction with the training program to identify improvement areas.

Extent of Learning

Measures how well trainees have understood and retained the training content

Behavioral Change

Observing changes in employees' behavior post-training to see if they apply new skills on the job.

Accomplishment of T&D Objectives

Evaluating whether the training met its predefined goals.

Return on Investment (ROI)

Calculating the financial return from the training compared to its cost.

Benchmarking

Comparing training outcomes with industry standards or best practices to gauge effectiveness.

Tests and Quizzes

Assess how much information trainees have retained by the end of a training program.

Pre-test/Post-test Control Group Design

Gives the same test to both trained and untrained groups before and after training to measure improvement.

External Factors in Learning

Includes personality differences and environmental distractions that can affect learning outcomes.

Best Indicator that Training Was Worth the Investment

Return on Investment (ROI).

Top Management Support for T&D

Provides resources

Resource Allocation

Executives provide necessary funding and time for effective T&D implementation.

Cultural Endorsement

Management belief in training sets a positive tone and increases engagement.

Alignment with Organizational Goals

Ensures T&D supports the company’s strategic direction.

Overcoming Resistance

Management endorsement helps employees embrace training and reduces resistance to change.

Factors Influencing T&D

Include top management support

Orientation

The initial training and development effort aimed at introducing new employees to the company

Purpose of Orientation

To engage new hires and help them transition smoothly into the company culture and job expectations.

Management Development

Refers to all learning experiences provided by an organization to enhance the skills and knowledge required for current and future managerial positions.

Skills Needed as Managers Advance

Interpersonal skills

Coaching

Primarily focused on improving performance and helping employees understand their roles and tasks.

Mentoring

Focused on advising

Most Significant Influence on Careers

Mentoring has historically been the most significant factor influencing careers.

Reverse Mentoring

A process where younger employees mentor older employees

Organizational Development (OD)

Refers to planned and systematic efforts to change an organization

Survey Feedback

This involves collecting data from organizational members through surveys and using the feedback to identify areas for improvement.

Quality Circles

Small groups of employees who meet regularly to discuss and solve work-related problems.

Team Building

Activities designed to improve team dynamics and performance.