Chapter8TrainingHumanResources-21.pptx
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April 15, 2022TRAINING HUMAN RESOURCES
CHAPTER 8
1
LEARNING OBJECTIVES
Define training and discuss why a strategic approach is important.
Explain the major categories of training and describe instructional systems design.
Identify three types of analyses used to determine training needs.
Explain different means of internal and external training delivery.
Provide an example for each of the four levels of training evaluation.
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ORGANIZATIONAL STRATEGY AND TRAINING
Training: Process whereby people acquire capabilities to perform jobs.
Organizational strategy and training
Strategic training
Investments in training
Organizational competitiveness
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3
TRAINING AND HUMAN RESOURCES
Legal Issues and Training
Selecting individuals for training
Selecting only job-related training
Training contracts
Compensating for training outside of work hours
OSHA training requirements
EEO laws
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4
TYPES OF TRAINING
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5
INSTRUCTIONAL SYSTEMS DESIGN
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6
TRAINING NEEDS ASSESSMENT
Effective training efforts consider the following questions:
Is there really a need for the training?
Who needs to be trained?
Who will do the training?
What form will the training take?
How will knowledge be transferred to the job?
How will the training be evaluated?
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7
TRAINING DESIGN
Gap analysis: Indicates the distance between where an organization is with its employee capabilities and where it needs to be.
Training objectives are established.
Learner and instructional strategies are identified.
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8
TRAINING DEVELOPMENT
Create, modify, and or buy training materials.
Training manual (trainer, trainees)
Handouts
PowerPoint Slides
Activities (individual and/or team)
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TRAINING IMPLEMENTATION (DELIVERY)
Who is attending the training?
Where is the training initiative being held?
When is the training initiative being held?
What type of technology will be required for the training?
Will the training be on the job training?
Will trainees be compensated for attending?
Is the training session required?
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TRAINING EVALUATION
Reaction: Evaluated by conducting interviews or administering questionnaires to the trainees
Learning: Measuring how well trainees have learned facts, ideas, concepts, theories, and attitudes
Behaviors: Measuring the effect of training on job performance through observing workers on the job
Results: Measuring the effect of training on the achievement of organizational objectives
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THE END
Questions.
Comments.
Concerns.
Proceed to and complete assignments related Chapter 8.
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