人力资源管理第最新版英文版教学课件第8章

8TrainingandDevelopingEmployees8-18TrainingandDeveloping8-1Summarizethepurposeandprocessofemployeeorientation.Listandbrieflyexplaineachofthestepsinthetrainingprocess.Explainhowtousefivetrainingtechniques.LearningObjectives8-2SummarizethepurposeandprocListandbrieflydiscussfourmanagementdevelopmentmethods.Listandbrieflydiscusstheimportanceofthestepsinleadingorganizationalchange.Explainwhyacontrolledstudymaybesuperiorforevaluatingthetrainingprogram’seffects.LearningObjectives8-3ListandbrieflydiscussfourSummarizethepurposeandprocessofemployeeorientation.8-4SummarizethepurposeandprocOrientingandOnboardingNewEmployeesWelcomeBasicinformationUnderstandingtheorganizationSocialization8-5OrientingandOnboardingNewETheOrientationProcessEmployeehandbookOrientationtechnology8-6TheOrientationProcessEmployePurposesWelcomeBasicinformationUnderstandingtheorganizationSocializationReviewEmployeehandbookOrientationtechnologyTrainingprocessoverview8-7PurposesReviewEmployeehandbooListandbrieflyexplaineachofthestepsinthetrainingprocess.8-8ListandbrieflyexplaineachOverviewoftheTrainingProcessInadequatetrainingcanexposetheemployertoliabilityfornegligenttrainingTrainingbeginsafterorientationAskwhatcompetenciesemployeeswillneed8-9OverviewoftheTrainingProceOverviewoftheTrainingProcessAligningstrategyandtrainingTrainingandperformance8-10OverviewoftheTrainingProceTrainingandPerformanceEnsuretrainingtranslatesintoimprovedperformanceDefinetrainingpurposeHavecompanystrategiesdrivethetrainingCheckwithmangersonthetrainingsuccessAsk“howarewedoing.”8-11TrainingandPerformanceEnsureIMPROVINGPERFORMANCE:HRasaProfitCenterTrainingProgramTurningMacy’sAroundChangedthe90-minuteinteractivevideoto:Attending3½-hourtrainingtocultivatehigherlevelsofcustomerserviceSalesup3.5%in20138-12IMPROVINGPERFORMANCE:TrainiTheADDIEFive-StepTrainingProcessAnalyzeDesignDevelopImplementEvaluate8-13TheADDIEFive-StepTrainingPStrategicneedsStrategictrainingneedsanalysisConductingtheTrainingNeedsAnalysis8-14StrategicneedsConductingthePerformanceAnalysis:CurrentEmployees’TrainingNeedsDefinitionCurrenttrainingneedsanalysisTaskanalysisTalentmanagementPerformanceanalysisCan’tdo/won’tdo8-15PerformanceAnalysis:Current8-16DesigningtheTrainingProgram8-16DesigningtheTrainingProDesigningtheTrainingProgramSettinglearningobjectivesCreatingamotivationallearningenvironment8-17DesigningtheTrainingProgramDesigningtheTrainingProgramMaketheLearningMeaningfulBird’s-eyeviewFamiliarexamplesOrganizeFamiliartermsPerceivedneed8-18DesigningtheTrainingProgramMakingSkillsTransferObviousandEasySimilarityPracticeLabelAttention“Heads-up”Pace8-19MakingSkillsTransferObviousReinforceTheLearningReinforcecorrectresponsesScheduleFollow-upassignmentsTransferoftrainingOtherissues8-20ReinforceTheLearningReinforcDevelopingtheProgramAssembletrainingcontentandmaterialsTrainingMethodsiPadsWorkbooksLecturesPowerPointslidesWeb-andcomputer-basedactivitiescourseactivitiesTrainerresourcesandmanualsSupportmaterials8-21AssembletrainingcontentandReviewADDIEAnalyzeDesignDevelopImplementEvaluateStrategicneedsStrategictrainingneedsanalysis8-22ReviewADDIEStrategicneeds8-22ReviewProgramdevelopmentTrainingequipmentImplement

8-23ReviewProgramdevelopment8-23OverviewFamiliarityOrganizationNeedsSimilarityPracticeLabelsHeads-upPaceReinforcementScheduleFollow-upAlternativesReview8-24OverviewLabelsReview8-24Explainhowtousefivetrainingtechniques.8-25ExplainhowtousefivetrainiImplementingTrainingProgramsOn-the-jobtrainingTypesofon-the-jobtrainingJobrotationSpecialassignments8-26ImplementingTrainingProgramsTheOJTProcessPreparationPresenttheoperationTryoutFollow-up8-27TheOJTProcessPreparation8-27ApprenticeshiptrainingInformallearningOtherTypesofLearning8-28ApprenticeshiptrainingOtherTOtherTypesofLearningJobinstructiontrainingLecturesProgrammedlearningBehaviormodelingAudiovisual-basedtrainingVestibuletraining8-29OtherTypesofLearningJobinsElectronicperformancesupportsystems(EPSS)VideoconferencingComputer-basedtraining(CBT)SimulatedlearningOtherTypesofLearning8-30ElectronicperformancesupportIMPROVINGPERFORMANCE:HRPracticesAroundtheGlobeDiversityABCVirtualCommunications,Inc.(/)inDesMoines,Iowa,providescustomizedsoftware8-hourorientationoverview“Effectivecommunications”trainingSpecializedclassesforindividualneeds

8-31IMPROVINGPERFORMANCE:HRPracOtherTypesofLearningLifelongandLiteracyTrainingTechniquesTeamtrainingInternet-basedtrainingLearningManagementSystems(LMS)VirtualclassroomsMobileLearning8-32OtherTypesofLearningLifelonIMPROVINGPERFORMANCE:HRToolsforLineManagersandEntrepreneursCreatingYourOwnTrainingProgramPrepackagedtrainingsolutionsOutsourcedlearningCreateyourown8-33IMPROVINGPERFORMANCE:HRTooOn-the-jobtrainingTheOJTprocessApprenticeshipsInformalOtherformsoftrainingandlearningReview8-34On-the-jobtrainingReview8-34Listandbrieflydiscussfourmanagementdevelopmentmethods.8-35ListandbrieflydiscussfourStrategyanddevelopmentCandidateAssessmentandthe9-BoxGridManagerialon-the-jobtrainingCoaching/understudyapproachActionlearningImplementingManagementDevelopmentPrograms8-36StrategyanddevelopmentImplemOff-the-JobManagementTrainingandDevelopmentTechniquesCasestudiesComputerizedmanagementgamesOutsideseminarsUniversityprogramsRole-playing8-37Off-the-JobManagementTraininBehaviormodelingCorporateuniversitiesExecutivecoachesSHRMlearningsystemOff-the-JobManagementTrainingandDevelopmentTechniques8-38BehaviormodelingOff-the-JobMOff-the-JobManagementTrainingandDevelopmentTechniquesLeadershipDevelopmentatGETalentManagementandDifferentialDevelopmentAssignments8-39Off-the-JobManagementTraininReviewStrategyOn-andoff-the-jobCoachingActionlearningCasesGames8-40ReviewStrategy8-40ReviewOutsideanduniversityRole-playingBehaviormodelingCorporateuniversitiesSHRMGEandTalentManagement8-41ReviewOutsideanduniversity8-Listandbrieflydiscusstheimportanceofthestepsinleadingorganizationalchange.8-42ListandbrieflydiscusstheiManagingOrganizationalChangeProgramsWhattochangeStructureTechnologyOtherLewin’schangeprocessUnfreezing MovingRefreezing8-43ManagingOrganizationalChangeLeadingOrganizationalChangeUnfreezingstageUrgencyCommitmentMovingstageCoalitionVisionAcceptanceGainsRefreezingstageReinforcementMonitor8-44LeadingOrganizationalChangeUUsingOrganizationalDevelopmentCharacteristicsHumanprocessesTechnostructuralHRmanagementStrategicODEvaluating8-45UsingOrganizationalDevelopmeWhattochangeStructureTechnologyOtherLewin’schangeprocessUnfreezingMovingRefreezingODchangeprocessReview8-46WhattochangeReview8-46Explainwhyacontrolledstudymaybesuperiorforevaluatingthetrainingprogram’seffects.8-47ExplainwhyacontrolledstudEvaluatingtheTrainingEffortDesigningthestudyControlledexperimentationTrainingEffectstoMeasureReactionsLearningBehaviorResults8-48EvaluatingtheTrainingEffort8-49ReviewDesigningthestudyControlledexperimentationTrainingEffectstoMeasure8-49ReviewDesigningthestudyImprovingPerformanceatTheHotelParis

TheNewTrainingProgramBasedonwhatyoureadinthischapter,whatwouldyouhavesuggestedLisaandherteamdofirstwithrespecttotraining?HaveLisaandtheCFOsufficientlyinvestigatedwhethertrainingisreallycalledfor?8-50ImprovingPerformanceatBased8-51HotelParisStrategyChapter88-518TrainingandDevelopingEmployees8-528TrainingandDeveloping8-1Summarizethepurposeandprocessofemployeeorientation.Listandbrieflyexplaineachofthestepsinthetrainingprocess.Explainhowtousefivetrainingtechniques.LearningObjectives8-53SummarizethepurposeandprocListandbrieflydiscussfourmanagementdevelopmentmethods.Listandbrieflydiscusstheimportanceofthestepsinleadingorganizationalchange.Explainwhyacontrolledstudymaybesuperiorforevaluatingthetrainingprogram’seffects.LearningObjectives8-54ListandbrieflydiscussfourSummarizethepurposeandprocessofemployeeorientation.8-55SummarizethepurposeandprocOrientingandOnboardingNewEmployeesWelcomeBasicinformationUnderstandingtheorganizationSocialization8-56OrientingandOnboardingNewETheOrientationProcessEmployeehandbookOrientationtechnology8-57TheOrientationProcessEmployePurposesWelcomeBasicinformationUnderstandingtheorganizationSocializationReviewEmployeehandbookOrientationtechnologyTrainingprocessoverview8-58PurposesReviewEmployeehandbooListandbrieflyexplaineachofthestepsinthetrainingprocess.8-59ListandbrieflyexplaineachOverviewoftheTrainingProcessInadequatetrainingcanexposetheemployertoliabilityfornegligenttrainingTrainingbeginsafterorientationAskwhatcompetenciesemployeeswillneed8-60OverviewoftheTrainingProceOverviewoftheTrainingProcessAligningstrategyandtrainingTrainingandperformance8-61OverviewoftheTrainingProceTrainingandPerformanceEnsuretrainingtranslatesintoimprovedperformanceDefinetrainingpurposeHavecompanystrategiesdrivethetrainingCheckwithmangersonthetrainingsuccessAsk“howarewedoing.”8-62TrainingandPerformanceEnsureIMPROVINGPERFORMANCE:HRasaProfitCenterTrainingProgramTurningMacy’sAroundChangedthe90-minuteinteractivevideoto:Attending3½-hourtrainingtocultivatehigherlevelsofcustomerserviceSalesup3.5%in20138-63IMPROVINGPERFORMANCE:TrainiTheADDIEFive-StepTrainingProcessAnalyzeDesignDevelopImplementEvaluate8-64TheADDIEFive-StepTrainingPStrategicneedsStrategictrainingneedsanalysisConductingtheTrainingNeedsAnalysis8-65StrategicneedsConductingthePerformanceAnalysis:CurrentEmployees’TrainingNeedsDefinitionCurrenttrainingneedsanalysisTaskanalysisTalentmanagementPerformanceanalysisCan’tdo/won’tdo8-66PerformanceAnalysis:Current8-67DesigningtheTrainingProgram8-16DesigningtheTrainingProDesigningtheTrainingProgramSettinglearningobjectivesCreatingamotivationallearningenvironment8-68DesigningtheTrainingProgramDesigningtheTrainingProgramMaketheLearningMeaningfulBird’s-eyeviewFamiliarexamplesOrganizeFamiliartermsPerceivedneed8-69DesigningtheTrainingProgramMakingSkillsTransferObviousandEasySimilarityPracticeLabelAttention“Heads-up”Pace8-70MakingSkillsTransferObviousReinforceTheLearningReinforcecorrectresponsesScheduleFollow-upassignmentsTransferoftrainingOtherissues8-71ReinforceTheLearningReinforcDevelopingtheProgramAssembletrainingcontentandmaterialsTrainingMethodsiPadsWorkbooksLecturesPowerPointslidesWeb-andcomputer-basedactivitiescourseactivitiesTrainerresourcesandmanualsSupportmaterials8-72AssembletrainingcontentandReviewADDIEAnalyzeDesignDevelopImplementEvaluateStrategicneedsStrategictrainingneedsanalysis8-73ReviewADDIEStrategicneeds8-22ReviewProgramdevelopmentTrainingequipmentImplement

8-74ReviewProgramdevelopment8-23OverviewFamiliarityOrganizationNeedsSimilarityPracticeLabelsHeads-upPaceReinforcementScheduleFollow-upAlternativesReview8-75OverviewLabelsReview8-24Explainhowtousefivetrainingtechniques.8-76ExplainhowtousefivetrainiImplementingTrainingProgramsOn-the-jobtrainingTypesofon-the-jobtrainingJobrotationSpecialassignments8-77ImplementingTrainingProgramsTheOJTProcessPreparationPresenttheoperationTryoutFollow-up8-78TheOJTProcessPreparation8-27ApprenticeshiptrainingInformallearningOtherTypesofLearning8-79ApprenticeshiptrainingOtherTOtherTypesofLearningJobinstructiontrainingLecturesProgrammedlearningBehaviormodelingAudiovisual-basedtrainingVestibuletraining8-80OtherTypesofLearningJobinsElectronicperformancesupportsystems(EPSS)VideoconferencingComputer-basedtraining(CBT)SimulatedlearningOtherTypesofLearning8-81ElectronicperformancesupportIMPROVINGPERFORMANCE:HRPracticesAroundtheGlobeDiversityABCVirtualCommunications,Inc.(/)inDesMoines,Iowa,providescustomizedsoftware8-hourorientationoverview“Effectivecommunications”trainingSpecializedclassesforindividualneeds

8-82IMPROVINGPERFORMANCE:HRPracOtherTypesofLearningLifelongandLiteracyTrainingTechniquesTeamtrainingInternet-basedtrainingLearningManagementSystems(LMS)VirtualclassroomsMobileLearning8-83OtherTypesofLearningLifelonIMPROVINGPERFORMANCE:HRToolsforLineManagersandEntrepreneursCreatingYourOwnTrainingProgramPrepackagedtrainingsolutionsOutsourcedlearningCreateyourown8-84IMPROVINGPERFORMANCE:HRTooOn-the-jobtrainingTheOJTprocessApprenticeshipsInformalOtherformsoftrainingandlearningReview8-85On-the-jobtrainingReview8-34Listandbrieflydiscussfourmanagementdevelopmentmethods.8-86ListandbrieflydiscussfourStrategyanddevelopmentCandidateAssessmentandthe9-BoxGridManagerialon-the-jobtrainingCoaching/understudyapproachActionlearningImplementingManagementDevelopmentPrograms8-87StrategyanddevelopmentImplemOff-the-JobManagementTrainingandDevelopmentTechniquesCasestudiesComputerizedmanagementgamesOutsideseminarsUniversityprogramsRole-playing8-88Off-the-JobManagementTraininBehaviormodelingCorporateuniversitiesExecutivecoachesSHRMlearningsystemOff-the-JobManagementTrainingandDevelopmentTechniques8-89BehaviormodelingOff-the-JobMOff-the-JobManagementTrainingandDevelopmentTechniquesLeadershipDevelopmentatGETalentManagementandDifferentialDevelopmentAssignments8-90Off-the-JobManagementTraininReviewStrategyOn-andoff-the-jobCoachingActionlearningCasesGames8-91ReviewStrategy8-40ReviewOutsideanduniversityRole-playingBehaviormodelingCorporateuniversitiesSHRMG