Training Employees - In-Depth Notes

  • HRIR 3021 Week 8: Training Employees Overview

    • Instructor: Sophia M. Yoo, Department of Work and Organizations, Carlson School of Management

  • Objectives for Today

    1. Housekeeping
    • Discussion of midterm performance and extra credit opportunities
    1. Training Employees
    2. Team Project Session 2

  • Midterm Feedback

    • Positive remarks on performance
    • Extra credit activities available
    • Students encouraged to discuss their midterm results if needed

  • Upcoming Guest Speaker

    • Bill Ryan, Head of Learning and Development at Allianz Life
    • 30 years of HR experience in the financial sector
    • Focus on continuous learning and professional development
    • Assignment for students: Submit three questions for Bill Ryan

  • What is Training?

    • Planned efforts to help employees acquire job-related knowledge, skills, abilities, and behaviors to be applied on the job
    • The term “learning and development (L&D)” embodies a broader spectrum that includes continuous employee growth and career progression
    • Effective people management aims to align employee behavior with organizational goals

  • Examples of Workplace Training

    • Formal Training: Leadership workshops, customer service classes, etc.
    • Social Learning: Mentoring, coaching, collaborative learning
    • On-the-Job Training: Learning by doing, job assignments
    • 70-20-10 Model (70% experiential, 20% social, 10% formal learning)

  • Financial Aspects of Training

    • U.S. organizations spend approximately $164 billion annually on training

  • Benefits of Employee Training

    • Enhanced Productivity: Companies report 17% higher productivity with training (Gallup)
    • Increased Income: Training programs yield 218% higher income per employee (Forbes)
    • Job Performance: 53% of employees state training improves performance (MailChimp)
    • Employee Engagement: 92% believe workplace training enhances job engagement (Axonify)

  • Importance of Training

    • Training ROI linked to organizational performance: improved productivity, quality, and profitability, employee retention
    • Essential in today's rapidly changing environment due to technology, globalization, competition, and workforce mobility

  • Designing Effective Training

    • ADDIE Model:
    1. Analysis: Assess training needs and readiness
    2. Design: Structure and format of training
    3. Development: Create training content
    4. Implementation: Carry out the training
    5. Evaluation: Measure training effectiveness

  • Step 1: Needs Assessment

    • Address whether training is truly needed through:
    • Organization Analysis: Context for training
    • Person Analysis: Identify who needs training
    • Task Analysis: Define necessary training content

  • Example of Needs Assessment

    • Scenario involving quality control issues highlighting the need for deeper investigation before jumping to conclusions about training necessity

  • AMO Model

    • Framework determining employee performance based on:
    • Ability: Skills needed to perform
    • Motivation: Willingness to perform
    • Opportunity: Supportive work environment

  • Step 2: Readiness for Training

    • Ensure employees are ready to learn:
    • Characteristics of employee readiness
    • Work environment support and constraints

  • Managers' Role in Training Support

    • Familiarize with training content and application, support training practices, provide feedback to employees

  • Step 3: Planning and Designing Training Program

    • Identify objectives, training methods, and whether to internalize or outsource training

  • Types of Training Methods:

    • Classroom instruction, e-learning, on-the-job training, internships, simulations, experiential learning, etc.

  • Training Evaluation - Kirkpatrick’s Model

    • Levels of evaluation to measure effectiveness:
    1. Reaction: Learner enjoyment and perceived usefulness
    2. Learning: Knowledge and skills acquisition
    3. Behavior: Application of learned skills on the job
    4. Results: Impact on organizational performance

  • Newcomer Onboarding

    • Structured process for new employees to adjust to their roles, covering compliance, job expectations, company culture, and relationship development

  • Diversity Training Challenges and Solutions

    • Review of literature indicating that many diversity programs fail due to biases being inadvertently reinforced
    • Effective practices include social accountability, peer engagement, and breaking down stereotypes through cross-departmental interaction.