TrainingandDevelopingEmployees(英文版)

1、Training and Developing Employees9031522 劉又菁劉又菁 9031525 陳聖傑陳聖傑 Chapter Outline Orienting Employees The Training process Training Techniques Training for Special Purposes Managerial Development and Training Techniques Evaluating the Training EffortOrienting Employees Employee orientation A procedure

2、for providing new employees with basic background information about the firm. Socialization Orientation Programs (Figure 7-1) Orientation 1.HR specialist 2.New supervisor The Training Process Introduction The Five-Step Training and Development Process Training and Learning Legal Aspects of Training

3、Training Needs AnalysisIntroduction Training The methods used to give new or present employees the skills they need to perform their jobs. Why the training business is boomingThe Five-Step Training and Development Process1.NEEDS ANALYSIS(需求分析)2.INSTRUCTIONAL DESIGN(教材設計)3.VALIDATION(確認)4.IMPLEMENTAT

4、ION(執行)5.EVALUATION AND FOLLOW-UP(評估及追蹤) REACTION LEARNING BEHAVIOR RESULTSTraining and Learning Training is a learning process. Suggestion 1.Meaningful 2.Easy to transfer 3.Motivate the trainee 4.Effectively prepare the traineesLegal Aspects of Training Equal employment laws Negligent training 1.情形

5、 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Training Needs Analysis To determine what training is required Two main ways to identify training needs 1.Task analysis(特別適用於決定新進職者的訓練需求) 2.Performance analysis(評估在職員工績效) Other technique ex:observations,questionnaire surveys Task Analysis:Assess

6、ing the Training Needs of New Employees 用途:to determine the training needs of employees who are new to their jobs 目的:to determine what specific skills the job requires (ex:主管應具備面試技巧) 方法:job descriptions and job specifications 協助:Task Analysis Record FormTask Analysis Record Form Task List : main tas

7、ks and subtasks How Often Performed : frequency Quantity,Quality Standards : standards Performance Conditions : conditions Skills Required : the skills or knowledge required Where Best Learned : on or off the jobPerformance Analysis:Determining the Training Needs of Current Employees 目的 : 評估在職員工的績效,

8、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“cant do”與“wont do” Cant do (做不到) - 原因 ex:dont know what to do , poor selection Wont do (不願意做) - could do a good job if employees wanted to - change the system Training Techniques On-the-Job Training Apprenticeship Training Informal Learning Job Instruction Train

9、ing Lectures Programmed Learning Audiovisual Techniques Vestibule or Simulated Training Computer-Based Training Training Via CD-ROM and the InternetOn-the-Job Training 意義 : learn a job by actually performing it. 型式 : 1.coaching or understudy method (教練法) 2.Job rotation (工作輪調) 優點 : 1.inexpensive 2.le

10、arn while producing 3.no need for expensive off-job facilities 4.facilitate learning 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 (job instruction technique)Job instruction technique STEP 1 : PREPARATION OF THE LEARNER (學習者的準備) STEP 2 : PRESENTATION OF THE OPERATION (操作示範) STEP 3 : PERFORMANCE TRYOUT (績效測

11、試) STEP 4 : FOLLOW-UP (追蹤)Apprenticeship Training A structured process by which individuals become skilled workers through a combination of classroom instruction and on-the-job training. Ex : in GermanyInformal Learning Any learning that occurs in which the learning process isnt determined or design

12、ed by the organization.Job Instruction Training意義 : Step-by-step process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 : how to operate a large motorized paper cutter 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.Give your listeners signals 2.Dont start out on the wrong foot 3.Ke

13、ep your conclusions short 4.Be alert to your audience 5.Maintain eye contact with the trainees in the program 6.Make sure everyone in the room can hear 7.Control your hands 8.Talk from notes rather than from a script 9.Eliminate bad habits 10.PracticeProgrammed Learning 功能 : 1.Presenting questions,f

14、acts,or problems to the learner 2.Allowing the person to respond 3.Providing feedback on the accuracy of his or her answers 範例 :學習微積分的程式化教材 優點 : 1.Reduce training time by about one-third 2.Facilitate learningAudiovisual Techniques 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

15、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 & Videoconference distance learningTeletraining A trainer in a central location can train groups of employees at remote locations via television hookups. Ex : AMP公司Videoconference distance learning A means of joining two

16、or more distant groups using a combination of audio and visual equipment. 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Vestibule or Simulated Training 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.Safety 2.Learning efficiency 3.Cost savi

17、ngsComputer-Based Training The trainee uses a computer-based system to interactively increase knowledge or skills. 例子 : 西北公司訓練面試人員 優點 : 1.reduce learning time by an average of 50% 2.cost effective 3.instructional consistency 4.increased trainee motivationTraining Via CD-ROM and the Internet 網際網路訓練課程

18、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-based training Ex : Silicon GraphicsTraining Via CD-ROM and the Internet 對提升technology-based distance learning programs之教學效率的建議 : 1.maintain eye contact 2.use the variety of media available 3.emphasize technology that is reliable and

19、 high quality 訓練軟體的製造者 Training for Special Purpose Literacy Training Technique To attain analytical skills, it is impossible without the basic ability! Test employees basic skills Institute basic skills and literacy programs Supervisors focus on basic skills by giving employees writing and speaking

20、 exercises But in fact, is this only a training problem?Training for Special Purpose AIDS Education 1,000,000 Americans are infected! For moral and legal reasons, they must be allowed to remain on their jobs And other coworkers feelings? Institute AIDS education programs, but. Resistance! Although t

21、hese programs. In fact, what do people think?Training for Special Purpose Diversity Training Want to create better cross-culture sensitivity with the aim of creating more harmonious working relationship, but. The structure of training program is important! The accurate meaning - “diversity-based tra

22、ining programs” Still, can this problem solve by training?Training for Special Purpose Customer Service Training Customer service plays an important role everywhere! Include 2/3 U.S. workers, and increase the power competition of companies. The basic aim is to train all employees to treat the compan

23、ys customers in a good manner! This is an effective way, but in Taiwan.Training for Special Purpose Training for Teamwork and Empowerment To be a good team member! - Japan Outdoor training is a “omoshiroi” way. But not all employees are eager to these! So. Yes! Give reward! But. Training for empower

24、ment - team trainingTraining for Special Purpose Providing Employees with Lifelong Learning Provide continuing training from basic remedial skills to advanced decision-making technique throughout employees careers Have more confidence to face challenges It should be an extensive training program For

25、 example, go to universityManagerial Development Any attempt to improve managerial performance by imparting knowledge, changing attitude, or increase skills. To enhance the future performance of organization Assess the companys needs Appraise the managers performance Develop the managers themselves

26、Involve all or most new management recruitsSuccession Planning A process though which senior-level openings are planned for and eventually filled An organization projection is made The HR department reviews its management skills inventory to identify the management talent now employed Management rep

27、lacement charts are drawnManagerial on-the-job Training Job Rotation Moving management trainees from department to department to broaden their understanding of all parts of the business - often a recent graduate Just be an observer, but more commonly get fully involved in its operations The length o

28、f training time should be determined by how fast trainees are learning It may be the best effective wayManagerial on-the-job Training Coaching/Understudy Approach The trainee works directly with a senior manager or with the person the trainee is to replace But the latter has some problem Can transfe

29、r the job completely? Managerial on-the-job Training Action Learning Allow management trainees to work full-time on projects, analyzing and solving problems in other departments. Can offer trainees a small project to doManagerial off-the-job Training The Case Study Method Present a trainee with a wr

30、itten description of an organizational problem The case should be actual situations from the trainees own firm Notice：Dont dominate the case analysis!Managerial off-the-job Training Management Game Like strategic game Trainees learn best by getting involved in the activity itself, and the games can

31、be useful for gaining such involvement. But what kind of games does work?Managerial off-the-job Training Outside Seminars Too many. University-Related Programs Provide the latest management skills Have periods of time off to learn Cooperate in video-linkManagerial off-the-job Training Role Playing C

32、reate a realistic situation and have trainees assume the roles of specific persons in this situation In order to solve the problem at hand and develop trainees skills in areas, like leadership. But is this childish? Maybe.Managerial off-the-job Training Behavior Modeling Show trainees the right way

33、of doing something Let each person practice the right way to do it Provide feedback regarding each trainees performance Train first-line supervisors to handle common supervisor-employee interaction better Train middle managers to better handle interpersonal situationManagerial off-the-job Training B

34、ehavior modeling procedure Modeling Role playing Social reinforcement Transfer of training Maybe it can be a very effective way, but Different people have different preferred learning styles! Like 制約Managerial off-the-job Training In-House Development Centers A company-based method for exposing trai

35、nees to realistic exercises to develop improved management skills In practice, these centers neednt produce all of their own training programs. Managerial off-the-job Training Executive Development in Global Companies Appropriate selection and rich preplacement development are very important! Education background and experiences Personality and family situation Brief candidates fully and clearly Give advise about culture, language, emotion Monitor Establish a repatriation programEvaluating the Training Effort Controlled Experimentation Methods for testing the effectiveness of a training p