Bài giảng QUản trị nguồn nhân lực part 5 eng

Human Resource Management Session TRAINING AND DEVELOPMENT Training and Development Process What are our Training Needs? What we want to accomplish through our Training and Development efforts? There should be a close link between the firm’s strategic mission and the objectives of the Training and Development programme T&D Process (cont.) Just-in-time Training Training provided anytime, anywhere in the world when it is needed Training and Development (T&D) Process (cont.) External Environment Internal Environment Determine Specific T&D Needs Establish Specific T&D Objectives Select T&D Method (s) and Delivery System (s) Implement T&D Programs Evaluate T&D Programs T&D Process (cont) Determine Specific Training and Development Needs A systematic approach to addressing bona fide needs must be undertaken Organizational analysis Task analysis Person analysis T&D Process (cont) Establishing Specific Training and Development Objectives a) Purpose b) Objectives Managers must be able to determine if the training was effective T&D Process (cont) Select T&D Methods and Delivery System Classroom Training Mentoring and Coaching Case Study Behavior Modeling Role Playing Apprenticeship Training Vestibule Training Simulation Business Games 10 In-Basket Training 11 Distance Learning and videoconferencing 12 Computer based training 13 Virtual Reality Training 14 E-learning (Web-based) 15 On-the-Job Training 16 Job Rotation 17 Internships T&D Process (cont) Classroom Training • Continues to be effective for many types of employee training • Conveys great deal of information in relatively short time T&D Process (cont) Mentoring and Coaching • Development approaches emphasising one-to-one learning • Approach to advising, coaching, and nurturing, for creating practical relationship to enhance individual career, personal, and professional growth and development • Mentor may be located elsewhere in organization or in another firm • Relationship may be formal or informal Coaching • Often considered responsibility of immediate boss • Provides assistance much as a mentor 10 T&D Process (cont) 12 Computer Based Training • A teaching method that takes advantage of the speed, memory, and data manipulation capabilities of the computer for greater flexibility of instruction • DVDs, videotapes, and film clips continue to be popular training delivery systems • Especially appealing to small businesses 17 T&D Process (cont) 14 E-Learning (Web-based Training) • An umbrella term describing online instruction • Delivery system for online instruction • Available anytime, anywhere in the world, and in different languages 18 T&D Process (cont) 15 On-the-Job Training • Informal T&D method that permits an employee to learn job tasks by actually performing them • Most commonly used T&D method • No problem transferring what has been learned to the task 19 T&D Process (cont) 16 Job Rotation • Employees move from one job to another to broaden experience • Helps new employees understand variety of jobs 20 T&D Delivery Systems Corporate Universities Colleges and Universities Community Colleges Online Higher Education 21 Corporate Universities • T&D delivery system provided under the umbrella of the organization • Focus on creating organizational change • Proactive and strategic • Growth attributed to universities’ flexibility • Estimated 2,000 in U.S Many US organisations have their own university – General Motors, Disney, McDonald’s, Motorola, GE 22 Online Higher Education • Educational opportunities including degree and training programs delivered either entirely or partially, via the Internet • Allows employees to attend class at lunchtime, during day or in evening • Reduces commute to school 23 Orientation • Initial T&D effort designed for employees • Strives to inform them about company, job and workgroup • Unique for all organisations 24 Evaluating Training and Development Participants’ Opinions Extent of Learning Behavioral Change Accomplishment of T&D Objectives Benchmarking 25 Evaluating Training and Development Behavioral Change • Tests may accurately indicate what trainees learn • May give little insight into whether participants to changed their behavior • Best demonstration of value: When learning translates into lasting behavioral change 26 Career Planning and Development • Career A general course that a person chooses to pursue throughout his or her working life • Career Planning An on-going process whereby an individual sets career goals and identifies the means to achieve them • Organisational Career Plan The planned succession of jobs worked out by the firm to develop its employees 27 OD Interventions • • • • Survey feedback Quality circles Team building Sensitivity training 28 Survey Feedback Steps • Members of organization involved in planning survey • All members of organizational unit participate in survey • OD consultant usually analyzes data and tabulates results • Data feedback • Feedback meetings 29 Quality Circles • Groups of employees who voluntarily meet regularly with supervisors to discuss problems • Investigate causes • Recommend solutions • Take corrective action when authorised to so 30 Team Building • Conscious effort to develop effective workgroups • Uses self-directed teams • Small group of employees responsible for entire work process • Members work together to improve their operation 31 ... each other by manipulating selected factors in a particular business situation 14 T&D Process (cont) 10 In-Basket Training Exercise in which participant is asked to establish priorities for and... organisations 24 Evaluating Training and Development Participants’ Opinions Extent of Learning Behavioral Change Accomplishment of T&D Objectives Benchmarking 25 Evaluating Training and Development Behavioral... videoconferencing 12 Computer based training 13 Virtual Reality Training 14 E-learning (Web-based) 15 On-the-Job Training 16 Job Rotation 17 Internships T&D Process (cont) Classroom Training • Continues