Professional Documents
Culture Documents
13 Training and Development
13 Training and Development
MHR 3200 Dr. Larry Inks Department of Management and Human Resources Fisher College of Business The Ohio State University
Overview
Linkage to Earlier Class Topics Training Basics and Training vs. Development Important training issues, concepts, vehicles, etc. Coaching and Mentoring Experiential Development
2)
3)
4)
- Ask role models to serve - 360 feedback as informal mentors - Books, articles, manuals - Ask for feedback from others - Build relationships with customers
70%
Formal programs, books, etc. Working with others On the job/ experiential
10% 20%
20% 10%
70%
Training Basics
Definition of Training: A planned effort to facilitate the learning of job-related knowledge, skills and abilities by employees. Planned and formal vs. informal Specific learning objectives Some typical examples of traditional training programs - Time Management - Project Management - Presentation Skills - Customer Service Skills - Planning and Organizing - Finance for Non-Financial Managers
Low
High
Participation
Required
Voluntary (generally)
10
13
Great Coaches
Challenge individuals to do their best and dont let them give up easily
Set a good example Care about people and how theyre doing Provide feedback/performance corrections in private Want to help others stretch and develop their skills
Experiential Development
Requires influencing people, activities over which the person has no formal control.
Involves a large variety of situations, tasks, etc.
Requires building a team, starting something from scratch, fixing or turning around a team in trouble, etc.
Is intellectually challenging. Has a significant strategic element. Involves interacting with an especially good, or bad, boss. Has an important element missing (e.g., top management support)
22
The big question: Are you doing everything you can to develop?
23
If you dont have a lot of development potential in a job, tasks, etc., seek them out elsewhere
On a regular basis (e.g., weekly), take note of things that went well, things that didnt go so well, learnings you had, and things youll do differently in the future (vs. things you would have done differently). Always be thinking How can I improve? and How can what Im working on/doing help me improve? Purposeful development is much better than incidental development
24
Review
Linkage to Earlier Class Topics Training Basics and Training vs. Development Important training issues, concepts, vehicles, etc. Coaching and Mentoring Experiential Development
25