Please enable JavaScript.
Coggle requires JavaScript to display documents.
Chapter 5: Human Resources Development - Coggle Diagram
Chapter 5: Human Resources Development
The Scope of Training
describe almost any effort initiated by an organization to foster learning among its members.
Additional Training & Development Programs
Onboarding:
The process of systematically socializing new employees to help them get "on board" with an
organization
Basic Skills Training:
designed to provide employees with the targeted training they need to gain the knowledge
and abilities necessary to fulll the specic requirements of their job positions
Orientation:
The formal process of familiarizing new employees with the organization, their jobs, and
their work units
Team Training:
-can be dened as training in which teams are used to increase individual procedural knowledge and prociency in doing a job
Cross Training
The process of training employees to do multiple jobs within an organization
EVALUATING THE TRAINING PROGRAM
4 basic criteria to be used in evaluating training:
Learning- Testing the knowledge and skills trainees before and after a training program will help
determine their improvement
Behaviour-
Feature identical elements
Focus on general principles,if necessary
Reactions- To evaluate a training program is to assess participants' reaction to it.
Results, or Return on Investment
The benefit can be include higher revenues generated, increased
productivity, improved quality
TRAINING DELIVERY METHODS
. E-Learning
Learning that takes place via electronic media
A major advantage of e-learning is that it is more efcient and cost effective
Behavior Modelling
A learning approach in which work behaviors are modeled, or demonstrated, and trainees are asked to mimic them
Games
Games have a competitive component & are fun, trainers have found people are more likely to engage with them
Gamification is the usage of game-thinking & game mechanics in non-game scenarios such
as business environment & processes,
.Coaching
coaching consists of a continuing ow of instructions
Simulations
Simulations are used when it is either impractical or unwise to train employees on the actual equipment used to the job
Simulations can also be used to help
employees and managers make tactical decisions.
DESIGNING THE TRAINING PROGRAM
Assessing the Readiness and Motivation of Trainees
Trainees readiness : Are ready or willing to attend and participate in training and have the ability to absorb what will presented in the training?
Trainess Motivation: Did they willing to follow, participate and commit to learning training in order to full or meet the specified objectives
Incorporating the Principles of Learning
Employees who receive training for project management skills and manage to apply their learning effectively are unquestionably the most important assets
Developing instructional objectives
describes the skills or knowledge to be acquired and the attitudes to be changed.
Characteristics of Instructors
training is also inuenced by the trainer's personal manner and characteristics such as his or her knowledge and organizations should reward managers who are excellent trainers.
CONDUCTING THE TRAINING NEEDS ASSESSMENT (TNA)
TASK ANALYSIS
The process of determining a training program's content by the studying the tasks and
duties job involves.
PERSON ANALYSIS
The process of determining the specic individuals who need training in an organization.
ORGANIZATION ANALYSIS
An examination of an organization's environment, goals, strategies to determine what training it should do.