医疗行业TrainingandDevelopingEmployees

TrainingandDevelopingEmployees9031522劉又菁9031525陳聖傑,ChapterOutline,OrientingEmployeesTheTrainingprocessTrainingTechniquesTrainingforSpecialPurposesManagerialDevelopmentandTrainingTechniquesEvaluatingtheTrainingEffort,OrientingEmployees,EmployeeorientationAprocedureforprovidingnewemployeeswithbasicbackgroundinformationaboutthefirm.SocializationOrientationPrograms(Figure7-1)Orientation1.HRspecialist2.Newsupervisor,TheTrainingProcess,IntroductionTheFive-StepTrainingandDevelopmentProcessTrainingandLearningLegalAspectsofTrainingTrainingNeedsAnalysis,Introduction,TrainingThemethodsusedtogiveneworpresentemployeestheskillstheyneedtoperformtheirjobs.Whythetrainingbusinessisbooming,TheFive-StepTrainingandDevelopmentProcess,1.NEEDSANALYSIS(需求分析)2.INSTRUCTIONALDESIGN(教材設計)3.VALIDATION(確認)4.IMPLEMENTATION(執行)5.EVALUATIONANDFOLLOW-UP(評估及追蹤)REACTIONLEARNINGBEHAVIORRESULTS,TrainingandLearning,Trainingisalearningprocess.Suggestion1.Meaningful2.Easytotransfer3.Motivatethetrainee4.Effectivelypreparethetrainees,LegalAspectsofTraining,EqualemploymentlawsNegligenttraining1.情形2.預防措施確定應徵者是否真的具備其宣稱的技能與經驗多方面訓練有保護第三人健康安全的程序評估訓練活動,TrainingNeedsAnalysis,TodeterminewhattrainingisrequiredTwomainwaystoidentifytrainingneeds1.Taskanalysis(特別適用於決定新進職者的訓練需求)2.Performanceanalysis(評估在職員工績效)Othertechniqueex:observations,questionnairesurveys,TaskAnalysis:AssessingtheTrainingNeedsofNewEmployees,用途:todeterminethetrainingneedsofemployeeswhoarenewtotheirjobs目的:todeterminewhatspecificskillsthejobrequires(ex:主管應具備面試技巧)方法:jobdescriptionsandjobspecifications協助:TaskAnalysisRecordForm,TaskAnalysisRecordForm,TaskList:maintasksandsubtasksHowOftenPerformed:frequencyQuantity,QualityStandards:standardsPerformanceConditions:conditionsSkillsRequired:theskillsorknowledgerequiredWhereBestLearned:onoroffthejob,PerformanceAnalysis:DeterminingtheTrainingNeedsofCurrentEmployees,目的:評估在職員工的績效,以決定是否要經由訓練或其他方法加以改正(若有顯著績效不佳)重點:區別“cantdo”與“wontdo”Cantdo(做不到)-原因ex:dontknowwhattodo,poorselectionWontdo(不願意做)-coulddoagoodjobifemployeeswantedto-changethesystem,TrainingTechniques,On-the-JobTrainingApprenticeshipTrainingInformalLearningJobInstructionTrainingLecturesProgrammedLearningAudiovisualTechniquesVestibuleorSimulatedTrainingComputer-BasedTrainingTrainingViaCD-ROMandtheInternet,On-the-JobTraining,意義:learnajobbyactuallyperformingit.型式:1.coachingorunderstudymethod(教練法)2.Jobrotation(工作輪調)優點:1.inexpensive2.learnwhileproducing3.noneedforexpensiveoff-jobfacilities4.facilitatelearning注意事項:1.訓練者本身應受過嚴格的訓練2.訓練者應接受教學方法的訓練(jobinstructiontechnique),Jobinstructiontechnique,STEP1:PREPARATIONOFTHELEARNER(學習者的準備)STEP2:PRESENTATIONOFTHEOPERATION(操作示範)STEP3:PERFORMANCETRYOUT(績效測試)STEP4:FOLLOW-UP(追蹤),ApprenticeshipTraining,Astructuredprocessbywhichindividualsbecomeskilledworkersthroughacombinationofclassroominstructionandon-the-jobtraining.Ex:inGermany,InformalLearning,Anylearningthatoccursinwhichthelearningprocessisntdeterminedordesignedbytheorganization.,JobInstructionTraining,意義:Step-by-stepprocess內容:1.以適當的順序列出工作中所有必要的步驟(指示該做些什麼)2.在每個步驟旁列出重點(指示要如何做以及為什麼這麼做)範例:howtooperatealargemotorizedpapercutter,Lectures,優點:可以迅速且簡單的方式提供知識給一大群受訓者實用原則:1.Giveyourlistenerssignals2.Dontstartoutonthewrongfoot3.Keepyourconclusionsshort4.Bealerttoyouraudience5.Maintaineyecontactwiththetraineesintheprogram6.Makesureeveryoneintheroomcanhear7.Controlyourhands8.Talkfromnotesratherthanfromascript9.Eliminatebadhabits10.Practice,ProgrammedLearning,功能:1.Presentingquestions,facts,orproblemstothelearner2.Allowingthepersontorespond3.Providingfeedbackontheaccuracyofhisorheranswers範例:學習微積分的程式化教材優點:1.Reducetrainingtimebyaboutone-third2.Facilitatelearning,AudiovisualTechniques,視聽技術:ex影片,錄影帶,錄音帶以下情況可考慮使用(因成本較高)1.當需要加以對特定順序說明(ex:焊接鐵線)2.當有需要讓受訓者認識在現場講授中不易示範的情境(ex:心藏手術)3.當整個組織都將施行訓練,及訓練者從某地至另一地的成本太高Teletraining&Videoconferencedistancelearning,Teletraining,Atrainerinacentrallocationcantraingroupsofemployeesatremotelocationsviatelevisionhookups.Ex:AMP公司,Videoconferencedistancelearning,Ameansofjoiningtwoormoredistantgroupsusingacombinationofaudioandvisualequipment.建議:1.避免閃亮的珠寶或花樣繁多的衣物2.至少提早20分鐘到達3.測試將用到的所有設備4.調整燈光,VestibuleorSimulatedTraining,意義:讓受訓者藉由工作上所使用的模擬設備來學習目的:能獲得在職訓練的好處,而不用把受訓者置於實際工作中適用情形:當在職訓練過於昂貴或危險時範例:飛行模擬器(飛行員訓練)1.Safety2.Learningefficiency3.Costsavings,Computer-BasedTraining,Thetraineeusesacomputer-basedsystemtointeractivelyincreaseknowledgeorskills.例子:西北公司訓練面試人員優點:1.reducelearningtimebyanaverageof50%2.costeffective3.instructionalconsistency4.increasedtraineemotivation,TrainingViaCD-ROMandtheInternet,網際網路訓練課程的目標:教導網際網路使用者如何使用網際網路Ex:Roadmap利用公司內部網路(intranets)幫助computer-basedtrainingEx:SiliconGraphics,TrainingViaCD-ROMandtheInternet,對提升technology-baseddistancelearningprograms之教學效率的建議:1.maintaineyecontact2.usethevarietyofmediaavailable3.emphasizetechnologythatisreliableandhighquality訓練軟體的製造者,TrainingforSpecialPurpose,LiteracyTrainingTechniqueToattainanalyticalskills,itisimpossiblewithoutthebasicability!TestemployeesbasicskillsInstitutebasicskillsandliteracyprogramsSupervisorsfocusonbasicskillsbygivingemployeeswritingandspeakingexercisesButinfact,isthisonlyatrainingproblem?,TrainingforSpecialPurpose,AIDSEducation1,000,000Americansareinfected!Formoralandlegalreasons,theymustbeallowedtoremainontheirjobsAndothercoworkersfeelings?InstituteAIDSeducationprograms,but.Resistance!Althoughtheseprograms.Infact,whatdopeoplethink?,TrainingforSpecialPurpose,DiversityTrainingWanttocreatebettercross-culturesensitivitywiththeaimofcreatingmoreharmoniousworkingrelationship,but.Thestructureoftrainingprogramisimportant!Theaccuratemeaning-“diversity-basedtrainingprograms”Still,canthisproblemsolvebytraining?,TrainingforSpecialPurpose,CustomerServiceTrainingCustomerserviceplaysanimportantroleeverywhere!Include2/3U.S.workers,andincreasethepowercompetitionofcompanies.Thebasicaimistotrainallemployeestotreatthecompanyscustomersinagoodmanner!Thisisaneffectiveway,butinTaiwan.,TrainingforSpecialPurpose,TrainingforTeamworkandEmpowermentTobeagoodteammember!-JapanOutdoortrainingisa“omoshiroi”way.Butnotallemployeesareeagertothese!So.Yes!Givereward!But.Trainingforempowerment-teamtraining,TrainingforSpecialPurpose,ProvidingEmployeeswithLifelongLearningProvidecontinuingtrainingfrombasicremedialskillstoadvanceddecision-makingtechniquethroughoutemployeescareersHavemoreconfidencetofacechallengesItshouldbeanextensivetrainingprogramForexample,gotouniversity,ManagerialDevelopment,Anyattempttoimprovemanagerialperformancebyimpartingknowledge,changingattitude,orincreaseskills.ToenhancethefutureperformanceoforganizationAssessthecompanysneedsAppraisethemanagersperformanceDevelopthemanagersthemselvesInvolveallormostnewmanagementrecruits,SuccessionPlanning,Aprocessthoughwhichsenior-levelopeningsareplannedforandeventuallyfilledAnorganizationprojectionismadeTheHRdepartmentreviewsitsmanagementskillsinventorytoidentifythemanagementtalentnowemployedManagementreplacementchartsaredrawn,Managerialon-the-jobTraining,JobRotationMovingmanagementtraineesfromdepartmenttodepartmenttobroadentheirunderstandingofallpartsofthebusiness-oftenarecentgraduateJustbeanobserver,butmorecommonlygetfullyinvolvedinitsoperationsThelengthoftrainingtimeshouldbedeterminedbyhowfasttraineesarelearningItmaybethebesteffectiveway,Managerialon-the-jobTraining,Coaching/UnderstudyApproachThetraineeworksdirectlywithaseniormanagerorwiththepersonthetraineeistoreplaceButthelatterhassomeproblemCantransferthejobcompletely?,Managerialon-the-jobTraining,ActionLearningAllowmanagementtraineestoworkfull-timeonprojects,analyzingandsolvingproblemsinotherdepartments.Canoffertraineesasmallprojecttodo,Managerialoff-the-jobTraining,TheCaseStudyMethodPresentatraineewithawrittendescriptionofanorganizationalproblemThecaseshouldbeactualsituationsfromthetraineesownfirmNotice：Dontdominatethecaseanalysis!,Managerialoff-the-jobTraining,ManagementGameLikestrategicgameTraineeslearnbestbygettinginvolvedintheactivityitself,andthegamescanbeusefulforgainingsuchinvolvement.Butwhatkindofgamesdoeswork?,Managerialoff-the-jobTraining,OutsideSeminarsToomany.University-RelatedProgramsProvidethelatestmanagementskillsHaveperiodsoftimeofftolearnCooperateinvideo-link,Managerialoff-the-jobTraining,RolePlayingCreatearealisticsituationandhavetraineesassumetherolesofspecificpersonsinthissituationInordertosolvetheproblemathandanddeveloptraineesskillsinareas,likeleadership.Butisthischildish?Maybe.,Managerialoff-the-jobTraining,BehaviorModelingShowtraineestherightwayofdoingsomethingLeteachpersonpracticetherightwaytodoitProvidefeedbackregardingeachtraineesperformanceTrainfirst-linesupervisorstohandlecommonsupervisor-employeeinteractionbetterTrainmiddlemanagerstobetterhandleinterpersonalsituation,Managerialoff-the-jobTraining,BehaviormodelingprocedureModelingRoleplayingSocialreinforcementTransferoftrainingMaybeitcanbeaveryeffectiveway,butDifferentpeoplehavedifferentpreferredlearningstyles!Like制約,Managerialoff-the-jobTraining,In-HouseDevelopmentCentersAcompany-basedmethodforexposingtraineestorealisticexercisestodevelopimprovedmanagementskillsInpractice,thesecentersneedntproducealloftheirowntrainingprograms.,Managerialoff-the-jobTraining,ExecutiveDevelopmentinGlobalCompaniesAppropriateselectionandrichpreplacementdevelopmentareveryimportant!EducationbackgroundandexperiencesPersonalityandfamilysituationBriefcandidatesfullyandclearlyGiveadviseaboutculture,language,emotionMonitorEstablisharepatriationprogram,EvaluatingtheTrainingEffort,ControlledExperimentationMethodsfortestingtheeffectivenessofa