人力资源管理第八章员工培训与开发ppt课件

Copyright 2011PearsonEducation Inc publishingasPrenticeHall Copyright 2011PearsonEducation Inc publishingasPrenticeHall 第8章员工培训与开发 Copyright 2011PearsonEducation Inc publishingasPrenticeHall 4 3 我们学到哪了 IntroductionCase Video TraininginStandfordUniversityHospital WhatistheType Copyright 2011PearsonEducation Inc publishingasPrenticeHall 8 5 Summarizethepurposeandprocessofemployeeorientation Listandbrieflyexplaineachofthefourstepsinthetrainingprocess Describeandillustratehowyouwouldidentifytrainingrequirements Explainhowtousetrainingtechniques methods Listandbrieflydiscussmanagementdevelopmentprograms LEARNINGOUTCOMES Copyright 2011PearsonEducation Inc publishingasPrenticeHall 8 6 1 概述新员工入职引导的目的及其过程 2 列出并简要解释培训过程中的四个步骤 3 描述并解释你将如何确定培训需求 4 解释说明培训技术 方法 5 列出并简要讨论管理技能开发项目 学习目标 KeyPoint Thefourstepsinthetrainingprocess Howyouwouldidentifytrainingrequirements Differenttrainingtechniques methods Differentmanagementdevelopmentprograms 重点 培训过程中的四个步骤如何确定培训需求培训技术 方法 管理技能开发项目 DifficultPoint Differenttrainingtechniques methods Differentmanagementdevelopmentprograms 难点 培训技术 方法 管理技能开发项目 Whatisthepurposeoforientation Copyright 2011PearsonEducation Inc publishingasPrenticeHall 8 12 PurposeofOrientation Copyright 2011PearsonEducation Inc publishingasPrenticeHall 8 13 新员工入职引导的目的 Copyright 2011PearsonEducation Inc publishingasPrenticeHall 8 14 TheOrientationContent Copyright 2011PearsonEducation Inc publishingasPrenticeHall 8 15 入职引导的内容 Copyright 2011PearsonEducation Inc publishingasPrenticeHall 8 16 StepsintheTrainingProcess TheFour StepTrainingProcess Instructionaldesign Needsanalysis Programimplementation Evaluation Copyright 2011PearsonEducation Inc publishingasPrenticeHall 8 17 培训的步骤 培训过程的四个步骤 教学设计 培训需求分析 培训执行 培训评估 Copyright 2011PearsonEducation Inc publishingasPrenticeHall 8 18 AnalyzingTrainingNeeds Copyright 2011PearsonEducation Inc publishingasPrenticeHall 8 19 分析培训需求 Copyright 2011PearsonEducation Inc publishingasPrenticeHall 8 20 PerformanceAnalysis AssessingCurrentEmployees TrainingNeeds Copyright 2011PearsonEducation Inc publishingasPrenticeHall 8 21 绩效分析 评估现有员工的培训需求 Copyright 2011PearsonEducation Inc publishingasPrenticeHall 8 22 TrainingMethods TeamWork On the JobTrainingApprenticeshipTrainingInformalLearning eg Cooperate JobInstructionTrainingLecturesProgrammedLearningAudiovisual BasedTrainingVestibuleTraining eg Driving TeletrainingandVideoconferencingElectronicPerformanceSupportSystems EPSS Computer BasedTraining CBT SimulatedLearningInternet Based TrainingLearningPortals eg Library LifelongLearningandLiteracyTrainingTechniques Copyright 2011PearsonEducation Inc publishingasPrenticeHall 8 23 培训方法 在职培训学徒制培训非正规学习 与同事合作 工作指导培训课堂讲授程序化学习视听培训技工训练 模拟驾驶 远程培训和视频会议电子绩效支持系统 计算机辅助培训 文本 录像 图片 照片 动画 声音等 模拟式培训 开篇导入案例 网络培训 学习门户 终身学习和读写培训技术 Copyright 2011PearsonEducation Inc publishingasPrenticeHall 8 24 ManagementDevelopmentTechniques Copyright 2011PearsonEducation Inc publishingasPrenticeHall 8 25 管理开发技能 Copyright 2011PearsonEducation Inc publishingasPrenticeHall 8 26 OtherManagementTrainingTechniques Copyright 2011PearsonEducation Inc publishingasPrenticeHall 8 27 大学提供的各种项目 管理游戏 脱产管理培训和开发技术 案例研究法 外部研讨会 高管教练 行为模仿 角色扮演 企业大学 其他管理开发技术 Copyright 2011PearsonEducation Inc publishingasPrenticeHall 8 31 ASampleTrainingEvaluationForm Copyright 2011PearsonEducation Inc publishingasPrenticeHall 8 32 KEYTERMS employeeorientationtrainingnegligenttrainingtaskanalysiscompetencymodelperformanceanalysison the jobtraining OJT apprenticeshiptrainingjobinstructiontraining JIT programmedlearningelectronicperformancesupportsystems EPSS jobaid virtualclassroomlifelonglearningmanagementdevelopmentjobrotationactionlearningcasestudymethodmanagementgameroleplayingbehaviormodelingin housedevelopmentcenterexecutivecoachorganizationaldevelopmentcontrolledexperimentation Copyright 2011PearsonEducation Inc publishingasPrenticeHall 8 33 关键词 新员工入职引导培训疏忽培训任务分析胜任能力模型绩效分析在职培训学徒制培训工作指导培训程序化学习电子绩效支持系统工作助手虚拟课堂终身学习管理技能开发职位轮换行动学习案例研究法管理游戏角色扮演行为模仿内部开发中心高层管理人员教练组织发展控制组实验 Discussion BOOKP297DiscussionQuestion 5 Practice BOOKP298IndividualandGroupActivities 6 and8 Dis