人力資源管理最新版英文版教學(xué)課件第7章

Chapter7Training人力資源管理最新版英文版教學(xué)課件第7章LearningObjectivesDiscusshowtraining,informalandcontinuouslearning,andknowledgemanagementcancontributetocompanies’businessstrategy.Explainthemanager’sroleinidentifyingtrainingneedsandsupportingtraining.Conductaneedsassessment.Evaluateemployees‘readinessfortraining.Discussstrengthsandweaknessesofpresentations,hands-onandgrouptrainingmethods.7-*LearningObjectivesDiscusshowLearningObjectivesExplainpotentiale-learningtrainingadvantages.Designatrainingsessiontomaximizelearning.Chooseanappropriateevaluationdesignbasedontrainingobjectivesandanalysisofconstraints.Designacross-culturalpreparationprogram.Developaprogramforeffectivelymanagingdiversity.7-*LearningObjectivesExplainpotTrainingcan...Increaseemployees’knowledgeofforeigncompetitorsandcultures.Helpensurethatemployeeshaveskillstoworkwithnewtechnology.Helpemployeesunderstandhowtoworkeffectivelyinteamstocontributetoproductandservicequality.Improveemployeeperformancewhichleadstoimprovedbusinessresults.Trainingcan...IncreaseemployTrainingcan...Ensurethatthecompany’scultureemphasizesinnovation,creativityandlearning.EnsureemploymentsecuritybyprovidingnewwaysforemployeestocontributewhentheirjobschangeorinterestschangeorskillsbecomeobsoletePrepareemployeestoworkmoreeffectivelywitheachother.Trainingcan...EnsurethattheContinuous&High-LeverageTrainingTrainingfacilitatesemployees’learningjob-relatedknowledge,skillsandbehavior.Continuouslearningrequiresemployeestounderstandtheentireworkprocess,acquireandapplynewskillsandsharewhattheyhavelearned.High-leveragetrainingis:linkedtostrategicbusinessgoalsandobjectives,supportedbytopmanagement,reliesonaninstructionaldesignmodel,andisbenchmarkedtoprogramsinotherorganizations.Continuous&High-LeverageTraFeaturesofContinuousLearningFeaturesofContinuousLearnin2TypesofKnowledgeTacitKnowledgepersonalknowledgebasedonindividualexperiencedifficulttocodify.ExplicitKnowledgewelldocumented,easilyarticulatedandtransferredpersontoperson.2TypesofKnowledgeTacitKnowKeyFeaturesofContinuousTrainingContinuousLearningSupportsBusinessStrategyFocusonPerformanceKnowledgeManagementInformalLearningFormalTraining&DevelopmentKeyFeaturesofContinuousTraADDIEModelDesignDevelopImplementEvaluateAnalysisADDIEModelDesignDevelopImplemTrainingProcessTrainingProcessNeedsAssessmentProcessOrganizationAnalysisPersonAnalysisTaskAnalysisWhoneedstraining?Whatisthecontent?Inwhatdotheyneedtraining?7-*NeedsAssessmentProcessOrgani3FactorstoChooseTrainingCompany’sStrategicDirectionAvailableTrainingResourcesSupport-ManagerandPeers7-*3FactorstoChooseTrainingCo5FactorsThatInfluence

EmployeePerformanceandLearningPersoncharacteristicsInputOutputConsequencesFeedback7-*5FactorsThatInfluence

EmplTaskAnalysisIdentifyjobsDeveloptasklistIdentifyknowledge,skillsandabilitiesValidatetasksTaskAnalysisIdentifyDevelopIFactorsThatInfluenceMotivationtoLearnSelf-EfficacyBenefitsorConsequencesofTrainingWorkEnvironmentBasicSkillsAwarenessofTrainingNeedsGoalOrientationConscientiousnessFactorsThatInfluenceMotivatEnsureEmployeeMotivationforLearningMotivationtolearn–desiretolearnthetrainingprogram’scontent.Self-efficacy-employees'beliefthattheycansuccessfullylearnthetrainingprogram’scontent.7-*EnsureEmployeeMotivationforEnsuringEmployeeReadinessforLearning

Toincreaseemployees'self-efficacylevel:Letemployeesknowthattraining’spurposeistoimproveperformance.Provideinformationaboutthetrainingprogramandpurposepriortoactualtraining.Showemployeestheirpeers’trainingsuccess.Provideemployeesfeedbackthatlearningisundertheircontrolandtheyhavetheabilityandresponsibilitytoovercomelearningdifficultiesexperiencedintheprogram.7-*EnsuringEmployeeReadinessfoSKILLSBasicSkillsCognitiveAbility–verbalcomprehension,quantitativeandreasoningabilityReadingandWritingAbilities–levelofdifficultyofwrittenmaterials7-*SBasicSkillsReadingand7-*

7ConditionsforLearning

KnowwhytheyshouldlearnTrainingcontentPracticeFeedbackObserveexperience,andinteractGoodprogramcoordinationandadministrationCommittrainingcontenttomemory7-*

7ConditionsforLeaWorkEnvironmentCharacteristicsInfluencingTransferofTrainingTransferoftrainingClimatefortransferOpportunitytoperformTechnologicalsupportSelf-managementskillsManagersupportPeersupport(EPSS)7-*WorkEnvironmentCharacteristiHowManagersCanSupportTrainingTable7.5Understandthecontent.Knowhowtrainingrelates.Evaluateemployeesonhowtheyapplytraining.Supportemployees’useoftrainingonthejob.Ensuretheyhaveequipmentandtechnologytoapplytraining.Priortotraining,discusshowtousecontent.Explainwhytheyhavebeenaskedtoattend.Givefeedbackandrecognizethosewhousecontent.Beatrainer.Givereleasetime.HowManagersCanSupportTrainManager’sSupport-ActionPlansActionPlan:GoalStrategiesFeedbackExpectedOutcomesManager’sSupport-ActionPlaSelectingTrainingMethods

PresentationMethodsInstructor-ledclassroominstructionDistancelearning,teleconferencing&webcastingAudiovisualtechniquesMobiletechnology

Hands-onMethodsOn-the-jobtraining,apprenticeshipsandinternshipsSelf-directedlearningSimulations,avatarsBusinessgamesandcasestudiesBehaviormodelingE-learningSocialmediaBlendedlearningLearningmanagementsystem(LMS)GrouporTeamBuildingExperientialprogramsCross,coordinationandteamtrainingActionandadventurelearning7-*SelectingTrainingMethods

EvaluatingTrainingProgramsOUTCOMECATEGORIESCognitiveOutcomesSkill-basedOutcomesAffectiveOutcomesResultsROIWHATISMEASUREDKnowledgeAcquisitionBehaviorandSkillsMotivationReactiontoProgramAttitudesCompanyPayoffEconomicvalueHOWMEASUREDPencilandpapertestsWorksampleObservationWorksampleRatingsInterviewsFocusgroupsAttitudesurveysObservationDataIdentification,cost&benefits7-*

EvaluatingTrainingProgramsOEvaluationDesignsPre-test/Post-testwithcomparisongroupPost-testonlywithcomparisongroupPre-test/Post-testPost-testOnlyTimeSeries7-*EvaluationDesignsPre-tesDeterminingReturnonInvestment(ROI)Cost-benefitanalysis-processofdeterminingatrainingprogram’seconomicbenefitsusingaccountingmethods.DeterminecostsDeterminebenefitsMaketheanalysis7-*DeterminingReturnonInvestmeCross-CulturalPreparation

Expatriate-isanemployeesentbyacompanytomanageoperationsinadifferentcountry.Expatriatesneedtobe:Competentintheirareaofexpertise.Abletocommunicateverballyandnonverballyinhostcountry.Flexible,tolerantofambiguityandsensitivetoculturaldifferences.Motivatedtosucceed,abletoenjoythechallengeofworkinginothercountries,andwillingtolearnaboutthehostcountry’sculture,languageandcustoms.Supportedbytheirfamilies.7-*Cross-CulturalPreparationExp3PhasesofCross-CulturalPreparationPre-departurePhaseOn-SitePhaseRepatriationPhaseInclusion7-*3PhasesofCross-CulturalPreManagingDiversityandInclusionDiversity-anydimensionthatdifferentiatesapersonfromanother.ManagingDiversity-processofcreatinganenvironmentthatallowsallemployeestocontributetoorganizationalgoalsandexperiencepersonalgrowth.TypesofDiversityTraining-attitudeawarenessandchangeprogramsandbehavior-basedprogramsGoalsofDiversityTrainingandInclusion:Eliminatevalues,stereotypes,andmanagerialpracticesthatinhibitAllowemployeestocontributetoorganizationalgoals7-*ManagingDiversityandInclusiManagingDiversityProgramsTopManagement&EmployeeSupportRecruit&HireFairTreatmentHoldManagersAccountableIdentify&DevelopTalentImproveRelationshipswithExternalStakeholdersManagingDiversityProgramsTopOnboardingandSocializationOnboardingorsocialization–processofhelpingnewhiresadjusttosocialandperformanceaspectsoftheirnewjobs.4StepsofOnboarding:ComplianceClarificationCultureConnection7-*OnboardingandSocializationOnCharacteristicsof

EffectiveOnboardingProgramsEmployeesareencouragedtoaskquestionsProgramincludesinformationonbothtechnicalandsocialaspectsManagerhassomeonboardingresponsibilityEmbarrassingnewemployeesisavoidedLearnaboutthecompanyculture,history,language,products,services,andcustomersFollow-upofemployeeprogressInvolvesparticipation,activeinvolvement,andformalandinformalinteractionRelocationassistanceisprovidedCharacteristicsof

EffectiveSummaryTechnologicalinnovations,newproductmarkets,andadiverseworkforcehaveincreasedtheneedforcompaniestoreexaminehowtheirtrainingpracticescontributetolearning.Trainingcancontributetoeffectivenessthroughestablishingalinkwiththecompany’sstrategicdirectionanddemonstratingthroughcost–benefitanalysishowtrainingcontributestoprofitability.Thekeytosuccessfultrainingischoosingthemosteffectivetrainingmethod.Managingdiversityandcross-culturalpreparationaretwotrainingissuesrelevanttocapitalizeonadiverseworkforceandglobalmarkets.7-*SummaryTechnologicalinnovatioChapter7Training人力資源管理最新版英文版教學(xué)課件第7章LearningObjectivesDiscusshowtraining,informalandcontinuouslearning,andknowledgemanagementcancontributetocompanies’businessstrategy.Explainthemanager’sroleinidentifyingtrainingneedsandsupportingtraining.Conductaneedsassessment.Evaluateemployees‘readinessfortraining.Discussstrengthsandweaknessesofpresentations,hands-onandgrouptrainingmethods.7-*LearningObjectivesDiscusshowLearningObjectivesExplainpotentiale-learningtrainingadvantages.Designatrainingsessiontomaximizelearning.Chooseanappropriateevaluationdesignbasedontrainingobjectivesandanalysisofconstraints.Designacross-culturalpreparationprogram.Developaprogramforeffectivelymanagingdiversity.7-*LearningObjectivesExplainpotTrainingcan...Increaseemployees’knowledgeofforeigncompetitorsandcultures.Helpensurethatemployeeshaveskillstoworkwithnewtechnology.Helpemployeesunderstandhowtoworkeffectivelyinteamstocontributetoproductandservicequality.Improveemployeeperformancewhichleadstoimprovedbusinessresults.Trainingcan...IncreaseemployTrainingcan...Ensurethatthecompany’scultureemphasizesinnovation,creativityandlearning.EnsureemploymentsecuritybyprovidingnewwaysforemployeestocontributewhentheirjobschangeorinterestschangeorskillsbecomeobsoletePrepareemployeestoworkmoreeffectivelywitheachother.Trainingcan...EnsurethattheContinuous&High-LeverageTrainingTrainingfacilitatesemployees’learningjob-relatedknowledge,skillsandbehavior.Continuouslearningrequiresemployeestounderstandtheentireworkprocess,acquireandapplynewskillsandsharewhattheyhavelearned.High-leveragetrainingis:linkedtostrategicbusinessgoalsandobjectives,supportedbytopmanagement,reliesonaninstructionaldesignmodel,andisbenchmarkedtoprogramsinotherorganizations.Continuous&High-LeverageTraFeaturesofContinuousLearningFeaturesofContinuousLearnin2TypesofKnowledgeTacitKnowledgepersonalknowledgebasedonindividualexperiencedifficulttocodify.ExplicitKnowledgewelldocumented,easilyarticulatedandtransferredpersontoperson.2TypesofKnowledgeTacitKnowKeyFeaturesofContinuousTrainingContinuousLearningSupportsBusinessStrategyFocusonPerformanceKnowledgeManagementInformalLearningFormalTraining&DevelopmentKeyFeaturesofContinuousTraADDIEModelDesignDevelopImplementEvaluateAnalysisADDIEModelDesignDevelopImplemTrainingProcessTrainingProcessNeedsAssessmentProcessOrganizationAnalysisPersonAnalysisTaskAnalysisWhoneedstraining?Whatisthecontent?Inwhatdotheyneedtraining?7-*NeedsAssessmentProcessOrgani3FactorstoChooseTrainingCompany’sStrategicDirectionAvailableTrainingResourcesSupport-ManagerandPeers7-*3FactorstoChooseTrainingCo5FactorsThatInfluence

EmployeePerformanceandLearningPersoncharacteristicsInputOutputConsequencesFeedback7-*5FactorsThatInfluence

EmplTaskAnalysisIdentifyjobsDeveloptasklistIdentifyknowledge,skillsandabilitiesValidatetasksTaskAnalysisIdentifyDevelopIFactorsThatInfluenceMotivationtoLearnSelf-EfficacyBenefitsorConsequencesofTrainingWorkEnvironmentBasicSkillsAwarenessofTrainingNeedsGoalOrientationConscientiousnessFactorsThatInfluenceMotivatEnsureEmployeeMotivationforLearningMotivationtolearn–desiretolearnthetrainingprogram’scontent.Self-efficacy-employees'beliefthattheycansuccessfullylearnthetrainingprogram’scontent.7-*EnsureEmployeeMotivationforEnsuringEmployeeReadinessforLearning

Toincreaseemployees'self-efficacylevel:Letemployeesknowthattraining’spurposeistoimproveperformance.Provideinformationaboutthetrainingprogramandpurposepriortoactualtraining.Showemployeestheirpeers’trainingsuccess.Provideemployeesfeedbackthatlearningisundertheircontrolandtheyhavetheabilityandresponsibilitytoovercomelearningdifficultiesexperiencedintheprogram.7-*EnsuringEmployeeReadinessfoSKILLSBasicSkillsCognitiveAbility–verbalcomprehension,quantitativeandreasoningabilityReadingandWritingAbilities–levelofdifficultyofwrittenmaterials7-*SBasicSkillsReadingand7-*

7ConditionsforLearning

KnowwhytheyshouldlearnTrainingcontentPracticeFeedbackObserveexperience,andinteractGoodprogramcoordinationandadministrationCommittrainingcontenttomemory7-*

7ConditionsforLeaWorkEnvironmentCharacteristicsInfluencingTransferofTrainingTransferoftrainingClimatefortransferOpportunitytoperformTechnologicalsupportSelf-managementskillsManagersupportPeersupport(EPSS)7-*WorkEnvironmentCharacteristiHowManagersCanSupportTrainingTable7.5Understandthecontent.Knowhowtrainingrelates.Evaluateemployeesonhowtheyapplytraining.Supportemployees’useoftrainingonthejob.Ensuretheyhaveequipmentandtechnologytoapplytraining.Priortotraining,discusshowtousecontent.Explainwhytheyhavebeenaskedtoattend.Givefeedbackandrecognizethosewhousecontent.Beatrainer.Givereleasetime.HowManagersCanSupportTrainManager’sSupport-ActionPlansActionPlan:GoalStrategiesFeedbackExpectedOutcomesManager’sSupport-ActionPlaSelectingTrainingMethods

PresentationMethodsInstructor-ledclassroominstructionDistancelearning,teleconferencing&webcastingAudiovisualtechniquesMobiletechnology

Hands-onMethodsOn-the-jobtraining,apprenticeshipsandinternshipsSelf-directedlearningSimulations,avatarsBusinessgamesandcasestudiesBehaviormodelingE-learningSocialmediaBlendedlearningLearningmanagementsystem(LMS)GrouporTeamBuildingExperientialprogramsCross,coordinationandteamtrainingActionandadventurelearning7-*SelectingTrainingMethods

EvaluatingTrainingProgramsOUTCOMECATEGORIESCognitiveOutcomesSkill-basedOutcomesAffectiveOutcomesResultsROIWHATISMEASUREDKnowledgeAcquisitionBehaviorandSkillsMotivationReactiontoProgramAttitudesCompanyPayoffEconomicvalueHOWMEASUREDPencilandpapertestsWorksampleObservationWorksampleRatingsInterviewsFocusgroupsAttitudesurveysObservationDataIdentification,cost&benefits7-*

EvaluatingTrainingProgramsOEvaluationDesignsPre-test/Post-testwithcomparisongroupPost-testonlywithcomparisongroupPre-test/Post-testPost-testOnlyTimeSeries7-*EvaluationDesignsPre-tesDeterminingReturnonInvestment(ROI)Cost-benefitanalysis-processofdeterminingatrainingprogram’seconomicbenefitsusingaccountingmethods.DeterminecostsDeterminebenefitsMaketheanalysis7-*DeterminingReturnonInvestmeCross-CulturalPreparation

Expatriate-isanemployeesentbyacompanytomanageoperationsinadifferentcountry.Expatriatesneedtobe:Competentintheirareaofexpertise.Abletocommunicateverballyandnonverballyinhostcountry.Flexible,tolerantofambiguityandsensitivetoculturaldifferences.Motivatedtosucceed,abletoenjoythechallengeofworkinginothercountries,andwillingtolearnaboutthehostcountry’sculture,languageandcustoms.Supportedbytheirfamilies.7-*Cross-CulturalPreparationExp3PhasesofCross-CulturalPreparationPre-departurePhaseOn-SitePhaseRepatriationPhaseInclusion7-*3PhasesofCross-CulturalPreManagingDiversityandInclusionDiversity-anydimensionthatdifferentiatesapersonfromanother.ManagingDiversity-processofcreatinganenvironmentthatallowsallemployeestocontribute