Chapter 7 Training the Workforce

Major Topics

 Key Training Issues

 Training vs. Development
 Challenges in Training
 The training process:
 Needs assessment
 Development and conducting training
 Evaluation

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7.1 Key Training Issues

 How can training keep pace with a

changing organizational environment?
 Should training take place in a classroom
or on the job?
 How can training be delivered
effectively?
 How can training be delivered so that
trainees are motivated to learn?

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Training vs. Development
 Training—The process of providing employees with
specific skills, or Helping them correct deficiencies in
their performance
 Development — An effort to provide employees with
abilities the organization will need in the future

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 7.2 Challenges in Training
 Is training the solution to the problem?
 Not all performance problems are solved by training.
(e.g. morale problems, poor quality inputs, unclear or
conflicting requests,…
 Are training goals clear and realistic?
 clearly articulated training goals help design effective
training programs and these goals should determine
training types , trainees ,contents , delivery ,…
 Is training a good investment?
 The need to measure the potential benefits of training
 Will the training work?
 Must flow from strategic goals

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5.3 Managing the training Process

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7.3 Managing the Training Process

 Needs Assessment Phase

 Developing and Conducting Training
 Clarifying the objectives of training
 The training and conduct phase
 The Evaluation Phase
 Legal issues and training

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Needs Assessment
 Organizational Analysis—identify:
 Organizational needs
 Level of support for training
 Task Needs—examine job to be
performed
 Based on job analysis
 Identify needed KSAs
 Person Needs
 Which employees need training?
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Clarifying Training Objectives

 Develop set of objectives

 Relate objectives to KSAs
 From assessment phase
 State in behavioral terms
 Make objectives as
specific as possible
 Use objectives to assess
effectiveness
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Training and Conduct Phase
 Location Options—On the Job (OJT)
 Job rotation, Apprenticeships and Internships
 Is job relevant
 Can be costly
 Quality varies substantially

 Location Options—Off the Job

 Good if need uninterrupted period
 In environment conducive to learning
 May not transfer back to job
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Training and Conduct Phase

Presentation Options:
 Slides and Videotapes
 Teletraining
 Computers
 Simulations
 Virtual Reality
 Classroom Instruction

and Role-plays
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Education, Inc. publishing
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Types of Training

 SkillsTraining
 Retraining
 Job Training Partnership Act
 Cross-Functional Training
 Team Training
 Content tasks
 Group Processes
 Virtual team training
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Types of Training Continued

 Literacy Training
 Diversity Training
 Crisis Training
 Ethics Training
 Customer Service Training
 Creativity Training

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Education, Inc. publishing
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The Evaluation Phase
 Important but often overlooked
 Does training result in attaining a goal?
 Four Level Framework for Evaluation:
 Reaction of trainees
 How much trainees learn
 Post-training behavior
 Results of training (financial value: ROI)
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Education, Inc. publishing
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Summary and Conclusions

 Training—provides specific skills

 Is training the appropriate fix?
 Are goals of training clear?
 Don’t forget evaluation phase
 Pay attention to socialization
 Better workplace outcomes

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Education, Inc. publishing
as Prentice Hall 8-14