CHAPTER 8:
TRAINING AND DEVELOPING EMPLOYEES
(Sofia Alyssa IB0107602)

EMPLOYEE ORIENTATION

Purpose: provides new employees with the basic background information they need to function.

Orientation process:

Employee Handbook

a.k.a. employee manual. The employee handbook can be used to bring together employment and job-related information which employees need to know.

Orientation Technology

Companies are committed to the acquisition of fresh and developed techniques and the development of fresh procedures, products, and services.

TRAINING PROGRAM

Designing the Training Program

definition: means planning the overall training program including training objectives, delivery methods, and program evaluation.

Training Program Steps:

  • Designing the Training Process
  • Designing the training process continued
  • Making skills transfer obvious and easy
  • Reinforce the learning
  • Developing the program

Implementing training programs:

Apprentice Training

Informal Learning

Job Instruction Training

Lectures

Behavioral modeling

Team training

Evaluating the training efforts

  • Designing the study
  • Controlled experimentation

Training effects to measure:

  • Reactions
    • Learning
    • Behavior
    • Results

MANAGEMENT DEVELOPMENT METHODS

Management Development definition:
is any attempt to improve managerial performance by imparting knowledge, changing attitudes, or increasing skills. It includes in-house programs like courses, coaching, and rotational assignments;

Strategy's Role:

Management development programs should reflect the firm’s strategic plans. Management development programs then impart the knowledge, attitudes, and skills these managers will need to excel at their jobs.

Succession Planning

Succession planning involves developing workforce plans for the company’s top positions; it is the ongoing process of systematically identifying, assessing, and developing organizational leadership to enhance performance.

LEWIN'S CHANGE PROCESS

  1. UNFREEZING
  1. MOVING

REFREEZING

means reducing the forces that are striving to maintain the status quo, usually by presenting a provocative problem or event to get people to recognize the need for change and to search for new solutions.

means developing new behaviors, values, and attitudes. The manager may accomplish this through organizational structure changes, through conventional training and development activities, and sometimes through the other organizational development techniques (such as team building).

means building in the reinforcement to make sure the organization doesn’t slide back into its former ways of doing things.