Training & Development

Employee Orientation:
After recruiting & selecting next step is to orient & train the employees. To ensure better performance, employees must know what to do & how to do. To know this they have to go through orientation. Employee orientation provides new employees with basic background information required to perform their jobs satisfactorily, such as information about company rules. Information regarding_ The department, New colleagues, Work place, Employee benefits, Personal policies, Daily routine, Organization & operation, Safety measures & regulation, Facilities tour etc.

Training:
Training refers to the methods used to give new or present employees the skills they need to perform their jobs.

 Performance Management:
Training today plays a key role in the performance management process. This is the integrated process employers use to make sure employees are working toward organizational goals. It means taking an integrated goal-oriented approach to assigning, training, assessing, and rewarding employees performance. Companies spent about $826 per employee for training in 2002, offered about 28 hours of training. The five steps of training & development process: Training programs consist of five steps; 1. Need analysis: Identifies the specific job performance skill needed. Assesses the prospective trainees skills. Measurable knowledge. 2. Instructional design: Compile & produce the training program constant. Including workbooks, activities. Exercise. 3. Validation: 4. Implementation: Implementation by actually training the targeted employee group. 5. Evaluation step: Management assesses the programs successes of failures.

Training, Learning & Motivation:

Training is futile if the trainee lacks the ability or motivation to benefit from it. In terms of ability the trainee needs the required reading, writing, and mathematical skills & the required educational level, intelligence & knowledge base. Motivation can be increased by; Providing opportunities for active practice. Letting the trainee make errors. Explore alternative cohesions Feedback etc.

Negligent Training:

A situation where an employer fails to train adequately & the employee subsequently harms a third party. Analyzing Training Needs: How you analyze training needs depends on whether you are training new or current employees. i. Task analysis: Assessing new employees training needs. A detailed study of a job to identify the specific skills required. ii. Performance analysis: Assessing current employees training needs. Verifying that there is a performance deficiency & determining whether that deficiency should be corrected through training or through other means (such as transferring the employee).

Training Methods:

1) On the job training: On the job training means having a person learn a job by actually doing it. Every employee gets on the job training when he or she joins a firm;

 Trainees supervisor trains the employee. Acquire skills by observing the supervisor. CEO spends a year as assistant to the current CEO. Job rotation. Advantage: i. Relatively inexpensive. ii. No need for classrooms or programmed learning devices. iii. Quick feedback. Disadvantage: i. No success granted.

2)Apprenticeship Training:
A structured process by which people become skilled workers through a combination of classroom instruction & on the job training. It traditionally involves having the learner/apprentice study under the tutelage of a master crafts person.

3)Informal Learning:
Employee should not under estimate the importance or value of informal training 80% learning through informal means.

4)Job Instruction Training:

Many jobs consist of a logical sequence of steps & are best taught step-by-step. Here listing each jobs basics task, along with key points, in order to provide stepby-step training for employees. The steps show what is to be done & the key points show how its to be done & why. Advantage: i. Quick & simple way to provide knowledge to large group of trainees.

Disadvantage: i. Some view its boring ineffective but studies suggest its effective.

5)Programmed Learning:
Whether the medium is a textbook, computer or the internet, programmed learning is a step-by-step, Self-learning method that consists of three parts: a. Presenting question facts of problems to the learner. b. Allowing the person to respond. c. Providing feedback on the accuracy of answer. Advantage: i. Reduces training time. ii. Facilitate learning because it lets trainees learn at their own pace. iii. Provide immediate feedback. iv. Reduces the risk of error. Disadvantage: i. Do not learn much more form this. ii. Cost of developing the manuals &/or software.

Literacy Training Techniques:

Functional illiteracy the ignobility to handle basic reading, writing, and arithmetic is a serious problem at work. Go million adults are functionally illiterate. 85% companies refuse to hire job applicant who are deficient in basic skills.

1)Audiovisual Based training:

Audiovisual base training techniques likes films; power points, video conferencing, audio taps & video taps can be very effective & are widely used. Advantage: i. More effective, interesting, live.

Disadvantage: i. Expensive.

2)Simulated Training/Vestibule Training:

Simulated Training/Vestibule Training is a method which trainees learn on the actual or simulated equipment they will use on the job, but are actually trained of the job. Exp; pickoff training. Advantage: i. Cost & hazards can be reduced.

3)Computer Based Training:

The trainee uses computer based &/or DVD system to interactively increase his or her knowledge of skills. Example- Interviewers (trainees) start with a computer screen that shows the applicants computed employment application, as well as information about the nature of the job, The trainee then begins a simulated interview by typing in questions which a video taped model acting as the applicant answers based on responses to a multitude of questions already in the computer. As each question is answered, the trainee records his or her evaluation of the applicants answer and makes a decision about the persons suitability for the position. At the end of the session the computer tells the trainee where he or she went wrong (perhaps is asking discriminatory questions, for instance). Advantages: i. Quick feedback. ii. Reduce learning time by an average of 50%. iii. Cost effective once designed & produced. iv. Instructional consistency (as good day or bad day). v. Mastery of learning (cant move next step). vi. Increase retention. vii. Increased trainee motivation.

Electronic Performance Support Systems (SPSS):

Computer based support systems helps the workers (Dells) what they need to know, when they need it. In this case job aid helps.

Job Aid:
As a set of instructions, diagrams or similar methods available at the job site to guide the worker. Example; Airline pilots use job aid before to taken off.

Electronic Performance Support Systems (SPSS):

EPSS are todays job aids. They are sets of computerized tools & displays that automate training, documentation & phone support, integrate this automation into applications & provide thats faster cheaper & more effective than the traditional methods.

Distance & Internet-based Training:

1) Tele training: With Tele training, a trainer in a central location teaches groups of employees at remote location via television hookups. For example; Hulas Ohio-based subsidiary purchases seminars from the National Technological University, a provider of satellite education that uses courses from various universities & specialized teaching organizations. Advantage: i. Cost-effective. ii. Not need to travel.

2)Video Conferencing:
Firms sue video conferencing to train employees who are geographically separated fro each other or from the trainer.

Video conferencing allows people in one location to communicate live via a combination of audio and visual equipment with people in another city or country or with groups in several cities.

3)Training Via the Internet:

Internet-based learning programs are increasingly popular. Many firms simply let their employees take online courses provides such as click to learn computer. Others use their proprietary internal intranets to facilitate computer-base training.

Management Developments:
Management Developments is any attempt to improve managerial performance by importing knowledge, changing attitudes or increasing skills. The ultimate aim is to enhance the future performance of the company itself. The general management process consists of; i. Assessing the companys strategic needs (to fill future executive openings). ii. Appraising the managers current performance. iii. Developing the managers (to future managers). Example; New MBAs may join fords management development program & rotate various assignments and educational experiences with the dual aims of identifying their management potential and giving them breadth of experience ( in say production & finance).

Succession Planning:
Other development programs aim to fill specific positions, such as CEO. This usually involves succession planning. Succession Planning refers to the process through which a company plans for and fills senior-level opening.

Managerial On-the-job Training:

1) Job Rotation: A management training technique that involves moving a trainee from department to department to broaden his or her experience and identify strong & weak points 2) Coaching/Understudy Approach: Here the trainee works directly with a senior manager or with the person he or she is to replace; the letter is responsible for the trainees coaching. 3) Action Learning: Action learning programs give managers and others released time to work fulltime on projects, analyzing and solving problems in departments other than their own.

Off-the-job Management Training & Development Techniques:

1) The Case Study Method: The case study method presents a trainee with a written description of an organizational problem. The person then analyzes the case, diagnoses the problem and presents his or her findings and solutions in a discussion with other trainees.

2) Management Games: A development technique in which teams of managers complete by making computerized decisions regarding realistic but simulated situations Each group typically must decide, for example; i. How much to spend on advertising.

ii. iii. iv.

How much inventory to maintain. How much to produce. How many of which product to produce.

3) Outside Seminars: Many companies and universities offer web-based and traditional management development seminars and conferences. 4) University-Related Programs: Many universities provide executive education and continuing education programs in leadership, supervision and the like.

Role Playing:
The aim of role playing is to create a realistic situation and then have the trainees assume the parts (or roles) of specific. It develops trainees skills in areas like leadership and delegating.

Behavior Modeling:
A training technique in which trainees are first shown good management techniques in a firm.

In house Development Centers:

Many firms particularly large ones establish in house development centers. This is a company-based method for exposing prospective managers to realistic exercise to develop improved management skills.

Executive Coaches:
Many firms use executive coaches to develop their top managers effectiveness. An executive coach is an outside consultant who questions the executives boss, peers, subordinates and family in order to identify the executives strengths and

weaknesses and to counsel the executive so he or she can capitalize on those strengths and overcome the weakness.

Evaluating the Training Effort: Training Effects to Measure:

You can measure four basic categories of training outcomes; 1) Reaction: Evaluate trainees reactions to the program. Did they like the program? Did they think to worth while? 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 behavior changed because of the training program. 4) Results: Probably most important ask; what final results were achieved in terms of the training objectives previously set? Example; Did the number of customer complaints about employees drop?