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CHAPTER 7: TRAINING - Coggle Diagram
CHAPTER 7: TRAINING
DESIGNING EFFECTIVEFORMAL
TRAINING ACTIVITIES
ENSURING EMPLOYEES’ READINESS FOR TRAINING
. Readiness for training
Motivation to Learn
CREATING A LEARNING ENVIRONMENT
TASK ANALYSIS
ENSURING TRANSFER OF TRAINING
PERSON ANALYSIS
ENSURING TRANSFER OF TRAINING
Opportunity to Use Learned Capabilities
Technological Support: Performance Support
and Knowledge Management Systems
Peer Support
Self-Management Skills
Manager Support
ORGANIZATIONAL ANALYSIS
Company Strategy
Training Resources
Support of Managers and Peers
SELECTING TRAINING METHODS
Presentation Methods
Teleconferencing
Webcasting
Hands-on Methods
NEEDS ASSESSMENT
Person analysis
Task analysis
Organizational analysis
ON-THE-JOB TRAINING (OJT)
OJT takes various forms
E-Learning
Repurposing
Virtual Reality
Business Games and Case Studies
Behavior Modeling
Massive open
online courses (MOOCs)
Blended Learning
Social media
learning management system (LMS)
Avatars
Simulation
Internship
Apprenticeship
Group- or Team-Building Methods
Coordination training
. Team leader training
Cross-Training
Action Learning
Adventure Learning
Kaizen
Experiential programs
ITS ROLE IN CONTINOUS
LEARNING ANDCOMPETITIVE ADVANTAGE
Informal learning
Explicit Knowledge
Formal training
Tacit Knowledge
Training
Knowledge management
Continuous learning
SPECIAL TRAINIING ISSUES
CROSS-CULTURAL PREPARATION
On-Site Phase
Repatriation Phase
Predeparture Phase
Steps in Cross-Cultural Preparation
Flexible, tolerant of ambiguity, and sensitive to cultural differences.
Motivated to succeed, able to enjoy the challenge of working in other countries,
and willing to learn about the host country’s culture, language, and customs.
Able to communicate verbally and nonverbally in the host country
Supported by their families.9
Competent in their areas of expertise
MANAGING WORKFORCE DIVERSITY AND INCLUSION
Managing Diversity
and Inclusion
Inclusion
Diversity Training
ADVICE FOR CHOOSING A TRAINING METHOD
EVALUATING TRAINING PROGRAMS
Training Outcomes
Evaluation Designs
Return on
Investment (ROI)
Determining the Financial Benefits of Learning
Obtain an annual amount of benefits (operational results) from training by comparing results after training to results before training (in dollars).
Determine the training costs (direct costs + indirect costs + development
costs + overhead costs + compensation for trainees).
Determine the change in performance after eliminating other potential influences
on training results.
Calculate the total savings by subtracting the training costs from benefits (operational results).
Place a value on the outcomes.
Calculate the ROI by dividing benefits (operational results) by costs. The ROI gives an estimate of the dollar return expected from each dollar invested in training.
Identify outcomes (e.g., quality, accidents).
ONBOARDING AND SOCIALIZATION
The Four Steps in
Onboarding
Clarification
Culture
Compliance
Connection