8 Training and Developing

Employees
Human Resource Management
14th Edition, Global Edition

4-

Gary Dessler

Copyright © 2015 Pearson Education Ltd. 8-1

 Learning Objectives

1. Summarize the purpose and

process of employee orientation.
4-
2. List and briefly explain each of
the steps in the training process.
3. Explain how to use five training
techniques.

8-2
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 Learning Objectives

4. List and briefly discuss four management

development methods.
5. List and briefly discuss the importance of the
4-
steps in leading organizational change.
6. Explain why a controlled study may be
superior for evaluating the training
program’s effects.

Copyright © 2015 Pearson Education Ltd. 8-3

 HRM IN ACTION: EXECUTIVE
ONBOARDING FOR EXTERNAL HIRES

• Up to 40% of externally hired executives fail within first

18 months
• Others that are recruited from outside the firm leave
within five years
• Companies often do a poor job of onboarding
• Provides a guide to new corporate culture and its people
and personalities

Copyright © 2014 Pearson Education

7-4
 Summarize the purpose
and process of employee
orientation.
4-

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 Orienting and Onboarding New
Employees
• Welcome
• Basic information
• Understanding the 4-
organization
• Socialization

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 The Orientation Process

• Employee
handbook
• Orientation 4-

technology

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 Review

• Purposes • Employee
o Welcome handbook
o Basic information • Orientation
o Understanding the
4- technology
organization • Training
o Socialization process
overview

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List and briefly explain
each of the steps in the
4-
training process.

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 Overview of the Training
Process
• Inadequate training can expose the
employer to liability for negligent
training 4-

• Training begins after orientation

o Ask what competencies
employees will need

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 Overview of the Training Process

• Aligning strategy
and training
4-
• Training and
performance

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 Training and Performance

• Ensure training translates into improved

performance
• Define training purpose
4-

• Have company strategies drive the training

• Check with mangers on the training success
o Ask “how are we doing.”

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 IMPROVING PERFORMANCE:
HR as a Profit Center
Training Program Turning Macy’s Around
• Changed the 90-minute interactive video to:
4-
o Attending 3 ½-hour training to cultivate
higher levels of customer service
• Sales up 3.5% in 2013

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 The ADDIE Five-Step
Training Process
• Analyze
• Design
4-
• Develop
• Implement
• Evaluate

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 Conducting the Training
Needs Analysis

• Strategic needs
• Strategic training 4-

needs analysis

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 Performance Analysis: Current
Employees’ Training Needs

• Definition
• Current training needs analysis
4-
• Task analysis
• Talent management
• Performance analysis
• Can’t do/won’t do

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 Designing the
Training 4-Program

8-17
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 Designing the Training
Program
• Setting learning
objectives
4-
• Creating a
motivational
learning
environment

8-18
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 Designing the Training Program
• Make the Learning Meaningful
o Bird’s-eye view
o Familiar examples
o Organize 4-

o Familiar terms
o Perceived need

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Making Skills Transfer Obvious
and Easy

• Similarity
• Practice
4-
• Label
• Attention
• “Heads-up”
• Pace

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 Reinforce The Learning
• Reinforce correct responses
o Schedule
o Follow-up assignments
4-
• Transfer of training
• Other issues

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 Developing the Program

• Assemble training content and materials

• Training Methods
o iPads
o Workbooks
o Lectures 4-

o PowerPoint slides
o Web- and computer-based activities
course activities
o Trainer resources and manuals
o Support materials

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 Review
• ADDIE • Strategic needs
o Analyze
• Strategic
o Design
training needs
o Develop 4-
analysis
o Implement
o Evaluate

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 Review

• Program development
• Training equipment
4-
• Implement

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 Review
• Overview • Labels

• Familiarity • Heads-up

• Organization 4-
• Pace

• Needs • Reinforcement

• Similarity • Schedule

• Practice • Follow-up
• Alternatives
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Explain how to use five
training techniques.
4-

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 Implementing Training
Programs

• On-the-job training
o Types of on-the-job
4- training
o Job rotation
o Special assignments

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 The OJT Process

• Preparation
• Present the 4-

operation
• Tryout
• Follow-up

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 Other Types of Learning

• Apprenticeship
training 4-

• Informal learning

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Other Types of Learning
• Job instruction training
• Lectures
• Programmed learning
4-

• Behavior modeling
• Audiovisual-based training
• Vestibule training

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Other Types of Learning

• Electronic performance support

systems (EPSS)
• Videoconferencing
4-

• Computer-based training(CBT)
• Simulated learning

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IMPROVING PERFORMANCE: HR Practices
Around the Globe Diversity

• ABC Virtual Communications, Inc.

(www.abcv.com/) in Des Moines, Iowa,
4-
provides customized software
o 8-hour orientation overview
o “Effective communications” training
o Specialized classes for individual needs

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 Other Types of Learning
• Lifelong and Literacy Training Techniques
• Team training
• Internet-based training
4-
• Learning Management Systems (LMS)
• Virtual classrooms
• Mobile Learning

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IMPROVING PERFORMANCE: HR Tools
for Line Managers and Entrepreneurs

Creating Your Own Training Program

1. Prepackaged training
4- solutions
2. Outsourced learning
3. Create your own

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 Review
• On-the-job training
• The OJT process
• Apprenticeships
4-
• Informal
• Other forms of
training and
learning

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List and briefly discuss
four management
4-
development methods.

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 Implementing Management
Development Programs

• Strategy and development

• Candidate Assessment and the
4-
9-Box Grid
• Managerial on-the-job training
• Coaching/understudy approach
• Action learning

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Off-the-Job Management Training
and Development Techniques

• Case studies
• Computerized management
4-
games
• Outside seminars
• University programs
• Role-playing

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Off-the-Job Management Training and
Development Techniques

• Behavior modeling
• Corporate universities
4-

• Executive coaches
• SHRM learning system

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 Off-the-Job Management Training
and Development Techniques

• Leadership Development at GE
4-
• Talent Management and Differential
Development Assignments

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 Review

• Strategy
• On- and off-the-job
• Coaching 4-

• Action learning
• Cases
• Games

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 Review
• Outside and university
• Role-playing
• Behavior modeling 4-

• Corporate universities
• SHRM
• GE and Talent Management

8-42
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 List and briefly discuss the
importance of the steps in
4-
leading organizational change.

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Managing Organizational Change
Programs
• What to change
o Structure
o Technology
o Other 4-
• Lewin’s change
process
o Unfreezing
o Moving
o Refreezing

8-44
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 Leading Organizational Change
• Unfreezing stage • Refreezing stage
o Urgency o Reinforcement
o Commitment o Monitor
• Moving stage
o Coalition 4-

o Vision
o Acceptance
o Gains

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 Using Organizational Development

• Characteristics
• Human processes
• Technostructural 4-

• HR management
• Strategic OD
• Evaluating

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 Review
• What to change
o Structure
o Technology
o Other
• Lewin’s change process
4-
o Unfreezing
o Moving
o Refreezing
• OD change process

Copyright © 2015 Pearson Education Ltd. 8-47

 Explain why a controlled
study may be superior for
evaluating the
4- training
program’s effects.

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 Evaluating the Training Effort

• Designing the study

• Controlled experimentation
• Training Effects to Measure
4-
o Reactions
o Learning
o Behavior
o Results

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 Review

• Designing the study

• Controlled
4-
experimentation
• Training Effects to
Measure

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 Improving Performance at
The Hotel Paris
The New Training Program
1. Based on what you read in this chapter,
what would you have suggested Lisa and
4-
her team do first with respect to training?

2. Have Lisa and the CFO sufficiently

investigated whether training is really
called for?

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Hotel Paris
Strategy
Chapter 8

4-

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 4-

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