Human Resource Management ESSENTIAL PERSPECTIVES © 2005 Southwestern College Publishing. All rights reserved. PowerPoint Presentation by Truong Thi Lan Anh Human Resource Training and Development Section 4 Robert L. Mathis  John H. Jackson © 2008 Southwestern College Publishing. All rights reserved. Lan Anh 9–2 Learning Objectives After you have studied this section, you should be able to: – Define training and discuss why a strategic approach is important. – Discuss the four phases of the training process. – Identify three types of training need analyze (TNA). – Describe internal, external, and e-learning as training delivery approaches. – Discuss several career issues that organizations and employees face. – Define human resource development , and describe the development process. © 2008 Southwestern College Publishing. All rights reserved. Lan Anh 9–3 Nature of Training  Training – A process whereby people acquire capabilities to aid in the achievement of organizational goals. • Includes both hard and soft skills – Poorly trained employees may perform poorly and make costly mistakes. © 2008 Southwestern College Publishing. All rights reserved. Lan Anh 9–4 Training and Organizational Strategy  Benefits of Strategic Training – HR and trainers partner with operating managers to solve problems, and to make contributions to organizational results. – Managers are less likely to think that training alone can solve performance problems. – Training as a Revenue Source: Marketing training with or alongside products can contribute significantly to a firm’s revenues.  Organization Competitiveness and Training – Training makes organizations more competitive. – Training helps retain valuable employees. – Training helps accomplish organizational strategies. © 2008 Southwestern College Publishing. All rights reserved. Lan Anh 9–5 FIGURE 9-2 Linking Organizational Strategies and Training Source: Based on ideas from Lisa A. Burke and Joseph V. Wilson III. Training and Organizational Strategy © 2008 Southwestern College Publishing. All rights reserved. Lan Anh 9–6 Types of Training © 2008 Southwestern College Publishing. All rights reserved. Lan Anh 9–7 Typical Division of HR Responsibilities: Training Figure 9–2 © 2008 Southwestern College Publishing. All rights reserved. Lan Anh 9–8 Developing Strategic Training Plans  Effective training efforts consider the following questions: – Is there really a need for the training? – Who needs to be trained? – Who will do the training? – What form will the training take? – How will knowledge be transferred to the job? – How will the training be evaluated? © 2008 Southwestern College Publishing. All rights reserved. Lan Anh 9–9 Training Process © 2008 Southwestern College Publishing. All rights reserved. Lan Anh 9–10 Sources of Training Needs Assessment [...]... Evaluation and follow-up © 2008 Southwestern College Publishing All rights reserved Lan Anh 9–32 Human Resource Development  Development – Efforts to improve employees’ ability to handle a variety of a variety of assignments  Developing Needs Analyses – Assessment Centers • A collection of instruments and exercises designed to diagnose individuals’ development needs • Intent is to identify management. .. to conduct training online  Criteria for adopting e-learning: – Sufficient top management support and funding – Accepting the idea of decentralized and individualized training – Current training methods not meeting needs – Computer literacy and access to computers – Time and travel cost concerns for trainees – The number and self-motivation of trainees © 2008 Southwestern College Publishing All rights... College Publishing All rights reserved Lan Anh 9–33 Development vs Training Figure 10–6 © 2008 Southwestern College Publishing All rights reserved Lan Anh 9–34 The HR Development Process in an Organization Figure 10–7 © 2008 Southwestern College Publishing All rights reserved Lan Anh 9–35 The HR Development Process Make or Buy? Re -Development HR Development Developing Specific Capabilities Lifelong... repeat behaviors that are rewarded and avoid behaviors that are punished  Immediate Confirmation – Reinforcement and feedback are most effective when given as soon as possible after training © 2008 Southwestern College Publishing All rights reserved Lan Anh 9–16 Course Types and Training Expenditures Source: Mark E Van Buren, ASTD State of the Industry Report, 2001 (Alexandria, VA: ASTD, 2001), 13 Used... Gap Analysis – The distance between where an organization is with its employee capabilities and where it needs to be  Types of Training Objectives – Knowledge: Impart cognitive information and details to trainees – Skill: Develop behavior changes in how job and tasks are performed – Attitude: Create interest and awareness of the training importance © 2008 Southwestern College Publishing All rights... for New Employees Establishes favorable employee impression of the organization Provides organization and job information Bring more work-related experiences into the process Achievements of Effective Orientation Accelerates socialization and integration of new employees Ensures employee performance and productivity begins quickly © 2008 Southwestern College Publishing All rights reserved Lan Anh 9–31... All rights reserved Lan Anh 9–21 Internal Training  Cross-Training – Is training people to do more than one job – Increases flexibility and development  Challenges of Cross-Training – Is not favored by employees – Threatens unions with loss of job jurisdiction and broadening of jobs – Requires different scheduling during training – Causes loss of productivity as people learn © 2008 Southwestern College... Training/Learning Training Methods Instructor-Led Classroom and Conference Training Technology and Training © 2008 Southwestern College Publishing All rights reserved Lan Anh 9–27 Levels of Training Evaluation Figure 9–11 © 2008 Southwestern College Publishing All rights reserved Lan Anh 9–28 Training Evaluation Methods  Cost-Benefit Analysis – A comparison of costs and benefits associated with organizational training... comparison of costs and benefits associated with organizational training efforts • Measurement of both the costs and the benefits may be difficult  Return on Investment (ROI) Analysis  Benchmarking © 2008 Southwestern College Publishing All rights reserved Lan Anh 9–29 Balancing Costs and Benefits of Training Figure 9–12 © 2008 Southwestern College Publishing All rights reserved Lan Anh 9–30 Orientation:... expensive to outsource training – Insufficient time to develop training – Lack of expertise – Advantages of interacting with outsiders  Outsourcing of Training – Cost and greater emphasis on internal linking of training to organizational strategies, and other issues – Increasing popularity of vendor training/certification – Government-supported job training – Educational assistance programs © 2008 Southwestern . external, and e-learning as training delivery approaches. – Discuss several career issues that organizations and employees face. – Define human resource development , and describe the development. Human Resource Management ESSENTIAL PERSPECTIVES © 2005 Southwestern College Publishing. All rights reserved. PowerPoint Presentation by Truong Thi Lan Anh Human Resource Training and. and Development Section 4 Robert L. Mathis  John H. Jackson © 2008 Southwestern College Publishing. All rights reserved. Lan Anh 9–2 Learning Objectives After you have studied this section,