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TRAINING AND DEVELOPING EMPLOYEES - Coggle Diagram
TRAINING AND DEVELOPING EMPLOYEES
The purpose of employee orientation/onboarding
1. Welcome
Make the employee feel welcome and part of the team.
2. Basic information
Make sure they had basic information function, as e-mail access, personnel policies and benefits.
3. Understand the organization
Help they understand the organization in a broad sense.
4. Socialization
Start the process of a person becoming socialized into the firm's culture, value.
The orientation process
Employee handbook
Courts may find that the employee handbook's contents are legally binding commitments.
Orientation technology
Employers use technology to support orientation. Such as, scannable QR codes.
The ADDIE Five-Step Training Process
Analyzing the training need.
Design the overall training program.
Developing the course.
Evaluating the course effectiveness.
Implement training by actually training the targeted employee group.
Conducting the training needs analysis
Strategic training needs analysis
Involves strategic goals that often mean the firm will have to fill new jobs.
Current training needs analysis
Most training efforts aim to improve current performance. Specifically training new employees, and those whose performance is deficient.
Task analysis
is a detailed study of the job to determine what specific skills the job requires.
Performance analysis
the process of verifying that there is a performance deficiency and determine whether the employer should correct such deficiencies.
Designing the training program
Setting learning objectives
Creating a motivational learning environment
Designing the training program
Provide a bird's eye view
Use familiar examples
Organize information
Perceive need
Use visual aides
Use familiar terms
Making skills transfer obvious and easy
Similarity
Practice
Label
Attention
"Heads-up"
Pace
Reinforce the learning
Reinforce correct responses
Ensure transfer of learning on the job
Other issues
Implementing training programs
Coaching or understudy
Job rotation
Special assignments
Management development programs
Strategy's role in management development
should reflect the firm's strategic plans.
Succession planning
involves developing workforce plans for company's top positions.
Off-the-job management training and development techniques
Case studies
Computerized management games
Outside seminars
University-related programs
Role playing
SHRM learning system
Corporate universities
Executive coaches
Lewin's change process
Unfreezing
Refreezing
Moving
Evaluating the training effort
Designing the study
Controlled experimentation
Training effects to measure (reactions, learning, behavior, results)