人力資源管理（英文版 第15版）課件 第8章 員工培訓與開發(fā)

HumanResourceManagementFifteenthEditionChapter8TrainingandDevelopingEmployeesCopyright?2017,2015,2013PearsonEducation,Inc.AllRightsReservedLearningObjectives(1of3)8-1. Summarizethepurposeandprocessofemployeeorientation.8-2. Giveanexampleofhowtodesignonboardingtoimproveemployeeengagement.LearningObjectives(2of3)8-3. Listandbrieflyexplaineachofthestepsinthetrainingprocess.8-4. Explainhowtousefivetrainingtechniques.8-5. Listandbrieflydiscussfourmanagementdevelopmentmethods.Learning

Objectives(3of3)8-6. Listandbrieflydiscusstheimportanceofthestepsinleadingorganizationalchange. 8-7. Explainwhyacontrolledstudymaybesuperiorforevaluatingthetrainingprogram’seffect.I.

Summarizethepurposeandprocessofemployeeorientation.OrientingandOnboardingNewEmployeesThePurposeofEmployeeOrientation/OnboardingWelcomeBasicinformationUnderstandingtheorganizationSocializationTheOrientationProcessEmployeehandbookOrientationtechnologyII.

Giveanexampleofhowtodesignonboardingtoimproveemployeeengagement.EmployeeEngagementGuideforManagers:OnboardingatToyotaOnboardingatToyotaDay1:WelcomeDay2:MutualRespectDay3:TeamWorkDay4:SuggestionsystemIII.

Listandbrieflyexplaineachofthestepsinthetrainingprocess.OverviewoftheTrainingProcessKnowYourEmploymentLawTrainingandtheLawLet’stakealook…AligningStrategyandTrainingImprovingPerformance:TheStrategicContextTheTrainingProgramThatTurnedMacy’sAroundLet’stalkaboutit…TheADDIEFive-StepTrainingProcessAnalyzeDesignDevelopImplementEvaluateConductingtheTrainingNeedsAnalysisStrategicTrainingNeedsAnalysisCurrentTrainingNeedsAnalysisTaskAnalysisPerformanceAnalysisIsTheProblemCan’tDoorWon’tDo?DesigningtheTrainingProgram(1of3)DesigningtheTrainingProgram(2of3)SettinglearningobjectivesCreatingamotivationallearningenvironmentDesigningtheTrainingProgram(3of3)MaketheLearningMeaningfulProvideaBird’s-eyeviewUseFamiliarexamplesOrganizeInformationUseFamiliartermsUseVisualaidesPerceivedneedMakingSkillsTransferObviousandEasySimilarityPracticeLabelAttention“Heads-up”PaceReinforceTheLearningReinforcecorrectresponsesScheduleFollow-upassignmentsIncentivesEnsureTransferofLearningonthejobOtherissuesDevelopingtheProgramAssembletrainingcontentandmaterialsTrainingMethodsiPadsWorkbooksLecturesPowerPointslidesWeb-andcomputer-basedactivitiescourseactivitiesTrainerresourcesandmanualsSupportmaterialsTrendsShapingHR:DigitalandSocialMedia(1of2)TheCloudLet’stakealook…IV.

Explainhowtousefivetrainingtechniques.ImplementingTrainingProgramsTypesofon-the-jobtrainingCoachingorUnderstudyJobrotationSpecialassignmentsStepsintheOTJTraining(1of2)Step1:PreparethelearnerPutthelearneratease.Explainwhyheorsheisbeingtaught.Createinterestandfindoutwhatthelearneralreadyknowsaboutthejob.Explainthewholejobandrelateittosomejobtheworkeralreadyknows.Placethelearnerasclosetothenormalworkingpositionaspossible.Familiarizetheworkerwithequipment,materials,tools,andtradeterms.Step2:PresenttheoperationExplainquantityandqualityrequirements.Gothroughthejobatthenormalworkpace.Gothroughthejobataslowpaceseveraltimes,explainingeachstep.Betweenoperations,explainthedifficultparts,orthoseinwhicherrorsarelikelytobemade.Again,gothroughthejobataslowpaceseveraltimes;explainthekeypoints.Havethelearnerexplainthestepsasyougothroughthejobataslowpace.StepsintheOTJTraining(2of2)Step3:DoatryoutHavethelearnergothroughthejobseveraltimes,slowly,explainingeachsteptoyou.Correctmistakesand,ifnecessary,dosomeofthecomplicatedstepsthefirstfewtimes.Runthejobatthenormalpace.Havethelearnerdothejob,graduallybuildingupskillandspeed.Oncethelearnercandothejob,lettheworkbegin,butdon'tabandonhimorher.Step4:Follow-upDesignatetowhomthelearnershouldgoforhelp.Graduallydecreasesupervision,checkingworkfromtimetotime.Correctfaultyworkpatternsbeforetheybecomeahabit.Showwhythemethodyousuggestissuperior.Complimentgoodwork.ApprenticeshipTrainingApprenticeshipTraining

–

astructuredprocessbywhichpeoplebecomeskilledworkersthroughacombinationofclassroominstructionandon-the-jobtraining.InformalLearningJobInstructionTrainingJobInstructionTraining(JIT)–listingeachjob’sbasictasks,alongwithkeypoints,inordertoprovidestep-by-steptrainingforemployees.LecturesProgrammedLearningProgrammedLearning

–

asystematicmethodforteachingjobskills,involvingpresentingquestionsorfacts,allowingthepersontorespond,andgivingthelearnerimmediatefeedbackontheaccuracyofhisorheranswers.BehaviorModelingModelingRole-PlayingSocialReinforcementTransferofTrainingOtherTypesofTrainingAudiovisual-basedVestibuleTrainingElectronicPerformanceSupportSystem(EPSS)VideoconferencingComputer-BasedTraining(CBT)SimulatedLearningandGamingLifelongandLiteracyTechniquesImprovingPerformance:HRPracticesAroundtheGlobe

(1of2)DiversityTrainingatABCVirtualCommunication,Inc.

Let’stalkaboutit…TeamTrainingOtherTypesofLearningInternet-BasedtrainingLearningPortals/LearningManagementSystems(LMS)VirtualclassroomsTrendsShapingHR:DigitalandSocialMedia(2of2)MobileLearningLet’stakealook…ImprovingPerformance:HRTools

ForLineManagersandSmallBusinessesCreatingYourOwnTrainingProgramLet’stalkaboutit…V.

Listandbrieflydiscussfourmanagementdevelopmentmethods.ImplementingManagementDevelopmentProgramsStrategy’sRoleinManagementDevelopmentSuccessionPlanningImprovingPerformanceThroughHRIS:SuccessionSystemsDoleFoodsLet’stakealook…CandidateAssessmentandthe9-boxGridManagerialOn-the-JobTraining

andRotationCoaching/UnderstudyApproachActionLearningImprovingPerformance:HRPracticesAroundtheGlobe(2of2)GlobalJobRotationLet’stalkaboutit…Off-the-JobManagementTrainingandDevelopmentTechniques(1of2)CasestudiesComputerizedmanagementgamesOutsideseminarsUniversity-RelatedProgramsRole-playingOff-the-JobManagementTrainingandDevelopmentTechniques

(2of2)CorporateUniversitiesExecutiveCoachesSHRMLearningSystemLeadershipDevelopmentatGETrendsShapingHR:CustomizedTalentManag