Training & Development:
Performance & Competency
Framework
Employee orientation
Procedure providing employees with basic backround information about the firm
Info about benefits
Personell policies
Routines
Organization, Safetey and Facilities
Makes employees feel welcome and properly understand inner workings of the firm
Training process => Def, why and types
Process of teaching new employees basic skills to perfrom their job
Necessary for proper performance management
Types => Web based, distance learning-based training, cross cultural diverstiy training
The training and development process, step by step
Needs analysis (What skills, competencies are missing)
Instructional design (Design program)
Validation (Try out program)
Implentation program (Train the targeted group)
Evaluation (Assess outcome)
How to make training successfull
Make learning meaningfull => Provide context, involve learners in necesstiy
Make skills transfer easy => Create similarities between training and real life situations
Motivate the learner => Reward achievements immediately
Training needs analysis
Training methods
On the Job trainig (OJT)
Apprenticeship training
Informal training
Job instruction training (JIT)
Effective lectures
Literacy training methods
Audiovisual-based training
Simulated training
Computer based training
On the Job training (OJT)
Learner learns by actually being on the job
=> Coaching, Job Rotation, Special assignments
=> Inexpensive with immediate feedback
Steps:
Prepare the learner
Present the operation
Do a tryout
Follow up
Cost effective, fast and consitent
Types:
Intelligent tutoring systems
Interactive multimedia training
Virtual reality training
Distance and Internet Based training
Teletraining
Videoconferencing
Training via the internet
Management development & Succession planning
Management development
Aims to improve current and future management performance by improving skills, knowledge and attitude
Succession planning
Process through which senior-level opeings are planned for and eventually filled
Managerial on the job training approaches
Job Rotation (trainees rotate various jobs)
Coaching/Understudy approach (trainee works directly with senior)
Action learning (Trainees work full time on own projects)
Managerial off the job training and development techniques
Case study method
Management game
Outside seminars
Role playing
Behavior modeling
Corporate univerities
In-house development centers
Executive coaches
Steps to evaluate training effort
Designing a study to evaluate the performance
Measure each training effect (Reaction, learning, behavior, Result)
Last changeda year ago
