[1] Training and Developing Employees

Human Resource Management 16th Edition - Gary Dessler

Employee orientation

A procedure for providing new employees with basic background information about the firm.

Employee handbook

Employers should assume that their __________’s contents are legally binding commitments.

Training

The process of teaching new or current employees the basic skills they need to perform their jobs.

Negligent training

A situation where an employer fails to train adequately, and the employee subsequently harms a third party.

Analyze

BASIC ADDIE TRAINING PROCESS

What is the “A” in ADDIE?

Design

BASIC ADDIE TRAINING PROCESS

What is the first “D” in ADDIE?

Develop

BASIC ADDIE TRAINING PROCESS

What is the second “D” in ADDIE?

Implement

BASIC ADDIE TRAINING PROCESS

What is the “I” in ADDIE?

Evaluate

BASIC ADDIE TRAINING PROCESS

What is the “E” in ADDIE?

Analyze

BASIC ADDIE TRAINING PROCESS

__________ the training need.

Design

BASIC ADDIE TRAINING PROCESS

__________ the overall training program.

Develop

BASIC ADDIE TRAINING PROCESS

__________ the course (actually assembling/creating the training materials).

Implement

BASIC ADDIE TRAINING PROCESS

__________ training, by actually training the targeted employee group using methods such as on-the-job or online training.

Evaluate

BASIC ADDIE TRAINING PROCESS

__________ the course’s effectiveness.

Task analysis

A detailed study of a job to identify the specific skills required.

Performance analysis

Verifying that there is a performance deficiency and determining whether that deficiency should be corrected through training or through some other means (such as transferring the employee).

Competency model

A graphic model that consolidates, usually in one diagram, a precise overview of the competencies (the knowledge, skills, and behaviors) someone would need to do a job well.

The cloud

Refers to placing software programs and services on vendors’ remote servers, from which they can then deliver these programs and services seamlessly to employees’ digital devices.

On-The-Job training (OJT)

Training a person to learn a job while working on it.

Apprenticeship training

A structured process by which people become skilled workers through a combination of classroom instruction and on-the-job training.

Job Instruction Training (JIT)

Listing each job’s basic tasks, along with key points, in order to provide step-by-step training for employees.

Programmed learning

A systematic method for teaching job skills, involving presenting questions or facts, allowing the person to respond, and giving the learner immediate feedback on the accuracy of his or her answers.

Behavior modeling

A training technique in which trainees are first shown good management techniques in a film, are asked to play roles in a simulated situation, and are then given feedback and praise by their supervisor.

Electronic performance support systems (EPSS)

Sets of computerized tools and displays that automate training, documentation, and phone support; integrate this automation into applications; and provide support that’s faster, cheaper, and more effective than traditional methods.

Job aid

A set of instructions, diagrams, or similar methods available at the job site to guide the worker.

Virtual classroom

Teaching method that uses special collaboration software to enable multiple remote learners, using their PCs or laptops, to participate in live audio and visual discussions, communicate via written text, and learn via content such as PowerPoint slides.

Web 2.0 learning

Training that uses online technologies such as social networks, virtual worlds, and systems that blend synchronous and asynchronous delivery with blogs, chat rooms, bookmark sharing, and tools such as 3-D simulations.

Lifelong learning

Provides employees with continuing learning experiences over their tenure with the firm, with the aims of ensuring they have the opportunity to learn the skills they need to do their jobs and to expand their occupational horizons.

Cross training

Training employees to do different tasks or jobs than their own; doing so facilitates flexibility and job rotation.

Management development

Any attempt to improve current or future management performance by imparting knowledge, changing attitudes, or increasing skills.

Job rotation

A management training technique that involves moving a trainee from department to department to broaden his or her experience and identify strong and weak points.

Action learning

A training technique by which management trainees are allowed to work full-time analyzing and solving problems in other departments.

Case study method

A development method in which the manager is presented with a written description of an organizational problem to diagnose and solve.

Management game

A development technique in which teams of managers compete by making computerized decisions regarding realistic but simulated situations.

Role-playing

A training technique in which trainees act out parts in a realistic management situation.

In-house development center

A company-based method for exposing prospective managers to realistic exercises to develop improved management skills.

Executive coach

An outside consultant who questions the executive’s associates in order to identify the executive’s strengths and weaknesses, and then counsels the executive so he or she can capitalize on those strengths and overcome the weaknesses.

Unfreezing

LEWIN’S CHANGE PROCESS

It means reducing the forces that are striving to maintain the status quo, usually by presenting a provocative problem or event to get people to recognize the need for change and to search for new solutions.

Moving

LEWIN’S CHANGE PROCESS

It means developing new behaviors, values, and attitudes.

Refreezing

LEWIN’S CHANGE PROCESS

It means building in the reinforcement to make sure the organization doesn’t slide back into its former ways of doing things—for instance, change the incentive system.

Organizational development

A special approach to organizational change in which employees themselves formulate and implement the change that’s required.

Controlled experimentation

Formal methods for testing the effectiveness of a training program, preferably with before-and-after tests and a control group.