Training and Development Notes

Training & Development Session Notes

Broad Plan of the Course

  • Fundamental Concepts of HRM
  • Resourcing & Acquisition
  • Training & Development
  • Rewards Management
  • Digital HR Practices

Learning Outcomes

  • Employee Orientation
  • Four Steps of Training Process
  • Discuss how to motivate trainees.
    • Needs Identification
    • Instruction Design Principles
    • Program Implementation or Delivery
    • Evaluation of Effectiveness of Training

Purpose of Orientation

  • Helps new employees:
    • Feel welcome and at ease.
    • Know what is expected in work and behavior.
    • Begin the socialization process.
    • Understand the organization.

The Orientation Process

  • Company organization and operations
  • Safety measures and regulations
  • Facilities tour
  • Daily routine
  • Personnel policies
  • Employee benefit information

New Employee Departmental Orientation Checklist

  • Human Resources Information
    • Departmental Attendance Procedures and UCSD Medical Center Work Time & Attendance Policy
    • Job Description Review
    • Annual Performance Evaluation and Peer Feedback Process
    • Probationary Period Information
    • Appearance/Dress Code Requirements
    • Annual TB Screening
    • License and/or Certification Renewals
  • Department Information
    • Organizational Structure-Department Core Values Orientation
    • Department/Unit Area Specific Policies & Procedures
    • Customer Service Practices
    • CQI Effort and Projects
    • Tour and Floor Plan
    • Equipment/Supplies
      • Keys issued
      • Radio Pager issued
      • Other
    • Mail and Recharge Codes
  • Safety Information
    • Departmental Safety Plan
    • Employee Safety/Injury Reporting Procedures
    • Hazard Communication
    • Infection Control/Sharps Disposal
    • Attendance at annual Safety Fair (mandatory)
  • Facilities Information
    • Emergency Power
    • Mechanical Systems
    • Water
    • Medical Gases
    • Patient Room
      • Bed
      • Headwall
      • Bathroom
      • Nurse Call System
  • Security Information
    • Code Triage Assignment
    • Code Blue Assignment
    • Code Red-Evacuation Procedure
    • Code 10-Bomb Threat Procedure
    • Departmental Security Measures
    • UCSD Emergency Number 6111 or 911

The Training Process

  • Training is a hallmark of good management.
  • Training is the process of teaching new employees the basic skills they need to perform their jobs.
  • Training reduces an employer’s exposure to negligent training related risks.
  • Training’s Strategic Context
    • Training fosters employee learning, which results in enhanced organizational performance.
    • The aims of firm’s training programs must make sense in terms of the company’s strategic goals.

Steps in the Training Process

  • The Four-Step Training Process
    • Needs Analysis
    • Instructional Design
    • Program Implementation
    • Evaluation

Analyzing Training Needs

  • Training need Analysis
    • Task Analysis: Assessing new employees’ training needs
    • Performance Analysis: Assessing current employees’ training needs

Sample Task Analysis Record Form

  • Includes elements like Task List, How Often Performed, When and Conditions Under Which Performed, Quantity and Quality of Performance, Skills or Knowledge Required, and Where Best Learned.
  • Example tasks: Operate paper cutter, Operate printing press.
  • Subtasks for operating a paper cutter:
    • Start motor
    • Set cutting distance
    • Place paper on cutting table
    • Push paper up to cutter
    • Grasp safety release with left hand
    • Grasp cutter release with right hand
    • Simultaneously pull safety release with left hand and cutter release with right hand
    • Wait for cutter to retract
    • Retract paper
    • Shut off

Example of Competency Model for Human Resource Manager

  • Role Areas of Expertise:
    • Line Function (Within HR)
    • Staff Function (Advise, Assist)
    • Coordinative Function (Monitor)
    • Strategic HR Function (Formulate, Execute)
  • Foundation Competencies:
    • HR Practices (Recruiting, Selection, training, etc.)
    • Strategic Planning
    • Employment Law
    • Finance and Budgeting
    • General Management
    • Interpersonal Competencies
    • HR/Business/ Management

Performance Analysis: Assessing Current Employees’ Training Needs

  • Methods for Identifying Training Needs
    • Specialized Software
    • Assessment Center Results
    • Individual Diaries
    • Attitude Surveys
    • Tests
    • Interviews
    • Observations
    • Job-Related Performance Data
    • Performance Appraisals
  • Can’t-do or Won’t-do?
  • Skills and Performance Gaps

Instruction Design Principles

  • Make the Learning Meaningful
    • Demonstrate through examples and situations
    • Provide a Bird’s eye view in the beginning
    • Organize information in Logical Units
    • Check familiarity with concepts and terms
    • Create a Need Picture in minds of participants
    • Make it Visual though Aids
  • Make Skills Transfer Easy
    • Provide adequate practice
    • Maximize the similarity between the training situation and the work situation
    • Break it down in logical steps like a process
    • Highlight important aspects related to Job
    • Provide a preparatory information before actual job begins
  • Reinforce the Learning
    • Evaluate and Recognize accomplishments
    • Plan and Schedule Carefully
    • Learning drops as day progresses
    • Shorter sessions better (few hours , half day)
    • Modular approach better (modules)
    • Micro Learning order of the day

Training Methods – Delivery or Program Implementation

  • On-the-Job Training
  • Apprenticeship Training
  • Informal Learning
  • Job Instruction Training
  • Classroom Training
  • Programmed Learning
  • Audiovisual- Based Training
  • Tele training and Videoconferencing
  • Electronic Performance Support Systems (EPSS)
  • Computer-Based Training (CBT)
  • Simulated Learning
  • Learning Portals
  • Lifelong Learning
  • Management Development
  • Internet-Based Training

The OJT Training Method

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

On-The-Job Training: Steps to Help Ensure OJT Success

  • Do a tryout
  • Prepare the learner
  • Present the operation
  • Follow up

Programmed Learning

  • Advantages
    • Self-paced learning
    • Reduced training time
    • Immediate feedback
    • Reduced risk of error for learner
  • Presenting questions, facts, or problems to the learner
  • Allowing the person to respond
  • Providing feedback on the accuracy of answers

Intelligent Tutoring Systems

  • Types of Programmed Learning
    • Interactive multimedia training
    • Virtual reality training
    • Virtual classroom
  • Advantages
    • Cost effectiveness
    • Reduced learning time
    • Instructional consistency

Names of Various Computer- Based Training Techniques

  • PI - Computer-based programmed instruction
  • CBT - Computer-based training
  • ICAI - Intelligent computer-assisted instruction
  • ITS - Intelligent tutoring systems
  • Simulation
  • Virtual Reality

Internet-Based Training

  • Tele training and Video conferencing
  • Computer- Based Training
  • E-learning and learning portals
  • Electronic Performance Support Systems (EPSS)
  • Distance Learning Methods

Lifelong Learning and Literacy Training Techniques

  • Employer Responses to Employee Learning Needs
    • Provide employees with lifelong educational and learning opportunities
    • Instituting basic skills and literacy programs

Implementing Management Development Programs

  • Long-Term Focus of Management Development
    • Developing the managers and future managers
    • Appraising managers’ current performance
    • Assessing the company’s strategic needs

Management Development Techniques

  • Managerial On-the-Job Training
  • Action learning
  • Coaching and understudy
  • Job rotation

Development & Succession Planning

  • Steps in the Succession Planning Process
    • Anticipate management needs
    • Review firm’s management skills inventory
    • Create replacement charts
    • Begin management development

Other Management Training Techniques

  • Off-the-Job Management Training and Development Techniques
    • The case study method
    • Management games
    • Outside seminars
    • University-related programs
    • Role playing
    • Behavior modeling
    • Corporate universities
    • Executive coaches

Behavior Modeling

  • Model the effective behaviors
  • Have trainees role play using behaviors
  • Provide social reinforcement and feedback
  • Encourage transfer of training to job

Evaluating the Training Effectiveness

  • Designing the Evaluation Study
    • Time series design
    • Controlled experimentation
  • Choosing Which 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

Training Evaluation Form Items

  • Rating of knowledge and skill level before and after course.
  • Overall rating of the course (Excellent, Very Good, Good, Fair, Poor).
  • Evaluation of course elements:
    • How the course sharpened knowledge or skills in specific areas.
  • Rating of instructor:
    • Presentation, organization, delivery
    • Knowledge and command of the subject
    • Use of audio-visuals or other training aids
    • Stimulation of an open exchange of ideas, participation, & group interaction
  • Identification of strong and weak points of the course.
  • Suggestions for additional data to be covered.
  • Additional comments/or recommendations.