Human Resources for managers, Summaries of Human Resource Management

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Chapter 8

Training

Training helps organizations to adapt to the challenges (environment & organizational) in order to sustain and maintain its competitive advantage. Align training goals & objectives to the environmental and organizational challenges. Training is expensive, to be done in an effective and efficient way, its objectives should fit people’s needs, and should be related to their job tasks stated in the job description. Provide the right training to the right people. Training vs. development, are complementary & should be aligned to the org. st. (Focus: current vs. current and future, scope: individual vs. team and organization, timeframe: immediately vs. long-term, goal: skill deficit vs. abilities and future positions) Key issues:

• Keep pace with env. changes > align training objectives to challenges
• Classroom or OTJ > depends, if technical or managerial
• Worldwide > expensive & challenging
• Motivate trainees > align with job tasks. Though, training is not for everyone. Challenges:
• Is it the solution to the problem? > align with env / org challenges
• A good investment? > if effective & efficient. Weigh Cost vs. benefits
• Are the goals clear & realistic? > Align training obj. to people’s tasks on the job
• Will it work? > Needs assessment / clear & specific goals / aligned to org. st., people’s needs & tasks / budget / timeframe / etc. Managing the training process Needs assessment > develop/conduct training > evaluation Needs assessment :
• organizational needs (and the level of support)
• tasks needs (understand the job requirements)
• people’s needs (discrepancy between their skills & the organizational standards) Clarifying the training objectives: set objectives based on the needs assessments, aligned to the organizational strategy, fit with people’s needs, and must relate to their KSAs of their tasks. Set behavioral terms to determine what to do/not to do after the training. Clear and specific objectives. Develop/conduct the training:

• Location: OTJ (job rotation, apprenticeship, internship); Off the job (classroom, formal courses, role playing, stimulation)
• Presentation: videotape, VR, classroom & role playing, teletraining, stimulation, computer (online),
• Type: skills, retraining, ethics, discrimination, crisis, creativity (brainstorming), literacy (language, ..), customer service, team, cross-functional,.. Evaluation: to evaluate effectiveness we should analyze how well it addressed the intended needs.
• How was their reaction?
• How much did the trainees learn?
• How was their behavior?
• Results: Benefits vs cost Legal issues: discrimination and EEO, access to everyone, related to the job. Orientation (lessen the transition stresses, know the job tasks, expectations, realistic, etc.) and socialization (anticipatory, settling in, fit with the org culture, policies, rules, …) if implemented effectively, it lowers the turnover rate.