雇员培训与开发PPT课件.ppt

2020 2 4 1 第七讲雇员培训与开发Chapter7TrainingandDevelopingEmployees 2020 2 4 2 Openingcase 施乐公司获取竞争优势GainingcompetitiveadvantageatXerox Theproblem 市场份额严重下滑AseveredropinmarketshareThesolution 通过质量来领导的五年计划Five yearprogramentitled Leadershipthroughquality 培训课程目的是在质量改进方案中能够完成他们的新任务Trainingcourses Helpingtofulfilltheirnewroles引导培训 针对团队有效性和解决问题的技能培训 在工作中实践并反馈Orientation Trainingfocusedoneffectiveteamworkandproblem solvingskills practiceandfeedbackTheresult 消费者的满意度增加了40 同时有关质量的投诉下降了60 Employeeswerenowworkingtogetherasteamstoidentifyandcorrectqualityproductionandserviceproblems 2020 2 4 3 Chapteroutline 7 1把培训开发与竞争优势联系起来Linkingtraininganddevelopmenttocompetitiveadvantage7 2有效培训的指导过程TheinstructionalprocesstotrainingHowcompaniesassesstheirtrainingneedsPresenttrainingprogramstomaximizelearningMethodsoftrainingEnsuretrainingistransferredtothejobTrainingevaluation7 3基层经理与人力资源部门的角色linemanagesandHRMdepartment sroles 2020 2 4 4 7 1Linkingtraininganddevelopmenttocompetitiveadvantage 1 提高工人的能力2减少不希望人员的流动率3培训和开发的成本效益 2020 2 4 5 TrainingandDevelopmentPracticesandLinkstoworkercompetence TrainEmployees CompetitiveAdvantage PermanentChangeInKSAsOfNewEmployees PermanentChangeInKSAsOfCurrentEmployees ImprovedEmployeeCompetence 2020 2 4 6 提高新雇员能力的培训TrainingThatIncreasestheCompetenceofNewEmployees 引导培训Orientation技术培训Technical文化培训Literacy 2020 2 4 7 提高现有雇员能力的培训TrainingThatIncreasestheCompetenceofCurrentEmployees 纠正性培训Remedial与变革有关的培训Change related开发性培训Developmentalinstruction 2020 2 4 8 美国90 的公司有正式的培训预算美国雇员每年平均接受15小时的培训 每年美国用于培训的小时数总计为150亿小时摩托罗拉1992年职工教育经费增加400万美圆 新增课程100余种 公司获利5亿美圆 培训回报是30 1 投入一美圆 三年内生产率方面收回30美圆 许多美国组织的培训效果令人沮丧 在有代表性的公司中 约有一半公司的培训成本被浪费了 仅有10 的培训学习材料被真正用于工作 2020 2 4 9 7 2培训方案的有效指导过程TheInstructionalProcess 7 2 1决定教什么Decidingwhattoteach7 2 2决定怎样使参加培训者的学习效果达到最大Decidinghowtomaximizeparticipantlearning7 2 3选择恰当的培训方法Choosingtheappropriatetrainingmethods7 2 4保证培训所学被用在工作上Ensuringthattrainingisusedonthejob7 2 5确定培训方案是否有效Determiningwhethertrainingprogramsareeffective 2020 2 4 10 7 2 1决定教什么DecidingWhattoTeach 评估培训需要Assessingtrainingneeds确定培训目标Determiningtrainingobjectives 2020 2 4 11 TrainingNeed 工作行为不恰当Jobbehaviorinappropriateor知识技能水平不足Knowledgeorskilllevelinadequateand问题能通过培训纠正Problemscanbecorrectedthroughtraining 2020 2 4 12 评价培训需求的重要性AssessingTrainingNeeds 技术不足的雇员的数目Numberofemployeesexperiencingskilldeficiency技术不足的严重程度Severityofskilldeficiency某种技能对达到组织目标的重要性Importanceofskill技能能通过培训得到提高的程度Extenttowhichskillcanbeimprovedwithtraining 2020 2 4 13 确定培训需求的方法MethodsforDeterminingTrainingNeeds 自我评价Self assessments公司记录Companyrecords顾客投诉Customercomplaints平等就业机会指控EEOcharges雇员不满Employeegrievances 与部门经理面谈Interviewswithmanagers顾客满意度调查Customersatisfactionsurveys观察Observation 2020 2 4 14 确定培训目标DeterminingTrainingObjectives 在本节培训之后 受训者能够在 条件下做 事 达到 标准Bytheendofthissessionthetraineewillbeableto anactionword item condition standard 2020 2 4 15 TrainingObjectiveExample Bytheendofthissessionthetraineewillbeabletodesign actionword anintegratedcircuit item givenanengineeringspecification condition Thedesignmustbeefficientandwork standard 2020 2 4 16 7 2 2决定怎样使参加培训者的学习效果达到最大DecidingHowtoMaximizeParticipantLearning 赢得和保持学员的关注Gainandmaintaintrainees attention 提供学员实践的机会Providetraineesopportunitytopractice 提供反馈Providetraineesfeedbackonperformance 2020 2 4 17 如何赢得和保持学员的关注ToGainandMaintainTrainees Attention 阐述培训的重要性和相关性Demonstratetrainingimportanceandrelevance 变化展示材料的速度和种类Varypaceandkindofmaterialpresented 将培训内容分成小块讲解 并经常留出机会让听众参与Useshortsegmentsinvolvingfrequentopportunitiesforaudienceinvolvement 2020 2 4 18 记忆力Remembering Hear25 Hear see45 Hear see do70 Improvesremembering 2020 2 4 19 实践Practice 分散式实践Distributedpracticesegmentsorsessionsleadstobetterlong termretention集中式实践Massedpracticeonelongersession整体法Wholetaskwhenmaterialissimple部分法Parttaskwhenmaterialiscomplex 2020 2 4 20 反馈Feedback 积极的反馈 对于正确的任务执行Positive forcorrecttaskperformance纠正性反馈 使其了解错在那 如何改正Corrective whatiswrongandhowitcanbecorrected 2020 2 4 21 7 2 3 选折合适的培训方法ChoosingAppropriateInstructionalMethods 在职培训On the jobtraining工作指导培训Jobinstructiontraining讲授法Lecture案例方法Casemethod角色扮演Roleplaying行为模仿Behaviormodeling电脑化指导Computer based视频培训Videotraining 2020 2 4 22 设计成功的在职培训方案DesigningOn The JobTraining 列出需要学习的技能Listskillstraineesneedtolearn 设定学习目标Setlearningobjectives 让受训者有机会观察称职的员工执行任务Havetraineeobservecompetentworker 展示任务并解释如何 为何Demonstratetasksexplaining hows and whys 给受训者机会实践任务Givetraineeopportunitytopracticetask 给予反馈Givetraineefeedback 2020 2 4 24 设计工作指导培训DesigningJobInstructionTraining 确定工作步骤Identifyjobbreakdown step by step 描述每一步的关键点Describekeypointsforeachstep makeorbreak potentialdangers Poi分nters 解释并演示任务Explainanddemonstratetask 允许受训者一次一步骤执行任务 给予反馈Allowtraineetoperformtask onestepatatime 2020 2 4 25 讲授法Lecture 最适合于以简单获取知识为目的的情形Mostappropriateforsituationswheresimpleacquisitionofknowledgeisthegoal必须使材料变得Mustbemeaningful鼓励提问和讨论Mustpromotequestionsanddiscussions 2020 2 4 26 讲授法的不足Lecture Disadvantages 单向交流One waycommunication较少机会解释Lessopportunitytoclarify 2020 2 4 27 案例分析CaseMethod 分析描述现实工作情形的案例Analyzecasesdepictingrealisticjobsituations教如何发现潜在的问题并提出切合实际的行动方案Teachtraineeshowtoidentifypotentialproblemsandrecommendrealisticactions Guideddiscovery 培训者的角色 向导Trainerrole guide facilitator 2020 2 4 28 案例分析的不足CaseMethod Disadvantages 缺少指导Lackofdirection缺少实践的机会Lackofopportunitytopractice 2020 2 4 29 角色扮演RolePlaying 受训者自发地表演出涉及人际互动的问题Atrainingmethodinwhichtraineesspontaneouslyactoutsomeprobleminvolvinghumaninteraction 用于开发涉及任何人际互动领域的技能 Presentssomeprobleminvolvinghumaninteraction反馈环节涉及的问题 Issuesaddressedduringfeedback有那些地方做得对Whatwascorrect 那些地方做得不对Whatwasincorrect 给其他人造成什么感受Howdiditmakeothersfeel 原本可以怎样更有效的处理Howcouldithavebeenhandledbetter 2020 2 4 30 RolePlaying 用途 人际技能和推销技巧Uses humanrelationsskills salestechniques实践的机会Opportunitytopractice不足 Disadvantages 没有指导Littleguidance引起尴尬和丧失自信Embarrassment lossofself confidence缺少改正的机会Lackofopportunitytodocorrectly 2020 2 4 31 行为模仿的步骤BehaviorModelingSteps 对材料进行概览Presentanoverviewofthematerial 2 描述实施步骤Describetheproceduralsteps thebestway 3 模仿或演示过程的步骤Modelordemonstratetheproceduralsteps 4 允许有指导的实践Allowguidedpractice feedbackduringtheskillpractice 进行在职强化Provideon the jobreinforcement 受训者看任务的执行过程 并带着反馈去实践任务直到熟练Atrainingmethodinwhichtraineesareshownhowataskshouldbeperformedandthenpracticethetaskwithfeedbackuntiltheyarecompetent 2020 2 4 32 电脑化指导Computer BasedInstruction 使用电脑 通过操练 辅导 游戏 和模拟过程对学员进行指导Atrainingmethodthatusesacomputertoinstructstudentsthroughdrills tutorials games andsimulations DrillsGamesComputersimulations 2020 2 4 33 电脑化指导Computer BasedInstruction 优点Advantages交互性Interactivity自我调速式学习Self paced无须承担拿实际设备做培训工具带来的相关成本和风险Consequencesofmistakeslesscostly 缺点Disadvantages昂贵Expensive计算机恐惧症 Computerphobia 2020 2 4 34 在线的电脑化指导On LineComputer BasedInstruction Advantages节约成本Costsavings便利convenience Disadvantages没有可见的指导者Instructornotpresent有些培训方法不可用Sometrainingnotfeasible 2020 2 4 35 视频培训VideoTraining 展示预先录制的内容以说明问题Presentprerecordedcontenttodemonstrateapoint录制和重放受训者在课程中的表现Canrecordandplaybacktrainees performance 2020 2 4 36 互动性视频培训InteractiveVideoTraining 结合计算机和录象的技术Combinescomputerandvideotechnology如果犯错误会产生严重后果 运用尤为有效Usefulwhenhumanerrorhasgraveconsequences 2020 2 4 37 7 2 4培训的转化TransferofTraining FromClassroom ToJob 2020 2 4 38 为何通常只有10 的培训信息被转移到工作中 WhyTransferofTrainingFails 工作环境Workenvironment suchasproductivitypressures lackofsupervisorysupport andpressurestodothejobjustlikeeveryoneelse 未能事先了解材料Don tlearnmaterialinthefirstplace不懂得如何将培训信息运用于现实Don tunderstand reallife applications缺少自信Lackofconfidence忘记材料Forgettingthematerial总想恢复旧的行为Temptationstoregress 2020 2 4 39 确保培训转移到工作中EnsureThatTrainingisUsedontheJob 过度学习Overlearning将课程内容与工作相结合Matchingcoursecontenttothejob行动计划Actionplans多阶段培训方案Multiphaseprogramming绩效辅助物Performanceaids培训的后续资源Post trainingfollow upresources营造支持性的工作环境Buildingasupportiveworkenvironment 2020 2 4 40 7 2 5 确定培训方案是否有效DeterminingWhetherTrainingProgramsareEffective 评价什么Whattoevaluate评价设计Evaluationdesign 2020 2 4 41 评价什么WhattoEvaluate 课程内容 课程介绍 培训转移 成本有效性Programcontent programpresentation transferoftraining costeffectiveness培训测量工具Measuringinstruments 受训人的反映Traineereactions测试Testing绩效评估Performanceappraisal组织绩效的记录Recordsoforganizationalperformance 2020 2 4 42 评价设计EvaluationDesign 培训组TraineeGroup 前测试Pretest 后测试Post test 控制组ControlGroup Pretest Post test 2020 2 4 43 7 3一线经理的培训工作LineManagersandTrainingandDevelopment 提供引导培训Provideemployeeorientationtra