TRAINING AND DEVELOPMENT

2014 Human Resource Management Faculty of Economics & Business

Universitas Padjadjaran

Chapter 8

After studying this chapter, you should be able to:

1.
2.
3.
4.
5.
6.
7.
8.
9.

Summarize the purpose and process of employee orientation.

List and Briefly explain each of five steps in the training process.
Describe and ilustrate how you would identify training requirements.
Explain how to distinguish between problems you can fix with training
and those you cant
Discuss how you would motivate trainees.
Explain how to use five training techniques.
List and briefly discuss four management development programs.
List ad briefly discuss the importance of the eight steps in leading
organization change.
Answer the questions, What is organizational development and how
does it differ from traditional approaches to organizational change?

2014 Human Resource Management Faculty of Economics & Business

Universitas Padjadjaran

Companys Strategic
Goals

Employee Competencies
& Behavior Required for
Company to Achieve
These Strategic Goals

HR Policies &
Practices
Required to
Produce
Employee
Competencies
and Behaviors

Strategic and Legal

Environment
Recruitment and Placement
Training and Development
Compensation
Employee Relations

2014 Human Resource Management Faculty of Economics & Business

Universitas Padjadjaran

Purpose of Employee Orientation

1. Make the new employee feel welcome and at home and part of the team.
2. Make sure the new employee has the basic information to function effectively,
such as e-mail access, personnel policies and benefits, and what the employer
expects in terms of work behavior.
3. Help the new employee understand the organization in a broad sense (its past,
present, culture, and strategies and vision of the future).
4. Start the person of on becoming socialized into the firms culture, values, and
ways of doing things.

2014 Human Resource Management Faculty of Economics & Business

Universitas Padjadjaran

Training Process
1. Analyze the training need
2. Design the overall training programs
3. Develop the course
4. Implement training
5. Evaluate the courses effectiveness
2014 Human Resource Management Faculty of Economics & Business
Universitas Padjadjaran

ANALYZING TRAINING NEEDS

Task Analysis:
Assesing New
Employees Training
Needs
Training Needs Analysis

Performance
Analysis:
Assessing Current
Employees Training
Needs
2014 Human Resource Management Faculty of Economics & Business
Universitas Padjadjaran

Assessing Current Employees Training

Needs
Methods for Identify Training Needs:
1.Performance Appraisals
2.Job-related performance data (including productuvity, absenteeism and tardiness,
utilization, and customer complaints)
3.Observations by supervisors or other specialists
4.Interviews with the employee or his or her supervisor
5.Test of things like job knowledge, skills, and attendance
6.Attitude surveys
7.Individual employee daily diaries
Asessment center result
1.Special performance gap analytical software

2014 Human Resource Management Faculty of Economics & Business

Universitas Padjadjaran

DESIGNING THE TRAINING PROGRAMS

1.Setting learning
objectives
2.Creating a motivational
learning environment
3. Ensuring transfer of
learning to the job

2014 Human Resource Management Faculty of Economics & Business

Universitas Padjadjaran

IMPLEMENTING TRAINING PROGRAMS

1. On the Job Training (OJT)
2. Apprenticeship Training
3. Informal Learning
4. Job Instruction Training
5. Lectures
6. Programmed Learning
7. Audiovisual-Based Training
8. Vestibule Training
9. Electronic Performance Support System (EPSS)
10.Videoconfrerencing
11.Coputer-Based Training (BCT)
12.Simulates Training
13.Interactive Learning
14.Internet-Based Training
15.Mobile Training
16.The Virtual Clasroom
17.Lifelong and Literacy Training Techniques
18.Team Training

2014 Human Resource Management Faculty of Economics & Business

Universitas Padjadjaran

IMPLEMENTING MANAGEMENT DEVELOPMENT

PROGRAMS

Long-Term Focus
of Management
Development

Assessing
the
companys
strategic
needs

Appraising
managers
current
performance

2014 Human Resource Management Faculty of Economics & Business

Universitas Padjadjaran

Developing
the
managers
and future
managers

IMPLEMENTING MANAGEMENT DEVELOPMENT

PROGRAMS

Managerial
On-the-Job
Training

Job
Rotation

Coaching/
Understudy
Approach

2014 Human Resource Management Faculty of Economics & Business

Universitas Padjadjaran

Action
Learning

Managing Organizational Change and

Development

What to Change

Strategy

Culture

2014 Human Resource Management Faculty of Economics & Business

Universitas Padjadjaran

Structure

Technologies

Employees

EVALUATING THE TRAINING EFFORT

Designing
the Study

2014 Human Resource Management Faculty of Economics & Business

Universitas Padjadjaran

Training
Effects to
Measure

Training Outcomes Measured by Manager

1. Reaction. Evaluate trainees reaction to the program.
2. Learning. Test the trainees to determine whether they
learned the principles, skills, and facts they were
supposed to learn.
3. Behavior. Ask whether the trainees on the job changed
because of the training program.
4. Results.
2014 Human Resource Management Faculty of Economics & Business
Universitas Padjadjaran

KEY TERMS
Employee Orientation
Training
Performance Management
Negligent Training
Task Analysis
Performance Analysis
On-The-Job Training
Apprenticeship Training
Job Instruction Training (JIT)
Programmed Learning
Simulated Training
Electronic Performance Support
Systems (EPSS)

2014 Human Resource Management Faculty of Economics & Business

Universitas Padjadjaran

Job Aid
Management Development
Succession Planning
Job Rotation
Action Learning
Case Study Method
Management Game
Role Playing
Outsourced Learning
Behavior Modeling
In-House Development Center
Organizational Development
Controlled Experimentation