Ch05 HRM - Tutorial # 5 and 6

Dessler, “A framework for human

resource management”, 7th edition.
Chapter (5)

Discussion Questions

1. Define and list the types of employee orientation

programs.
2. Define training and explain each of the steps in the
ADDIE training process.
3. Discuss at least two techniques used for assessing
training needs.
4. Explain what organizational development is and why it
is important.
5. Describe the main change management techniques.

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Ch05 HRM - Tutorial # 5 and 6

Define and list the types of employee

orientation programs
• Employee orientation (or onboarding) involves ore than
what most people realize.

• It should provide new employees with the basic

background information they need to perform their jobs.

• Orientation should also help to socialize the employee

into the employer’s way of doing things.
 Socialization is the ongoing process of instilling in
employees the attitudes, standards, values, and patterns of
behavior that the organization expects.

Define and list the types of employee

orientation programs – cont.
• Orientation programs rang from brief introductions to
lengthy programs.

• New employees usually receive printed or web-based

handbooks covering things like working hours,
performance reviews, vacations, as well as facilities tour.

• Other information might cover employee benefits,

personnel policies, employee’s daily routine, company
organization and operations, and safety regulations.

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Ch05 HRM - Tutorial # 5 and 6

Define training and explain each of the

steps in the ADDIE training process
• Training refers to the methods employers use to give
new or present employees the skills they need to
perform their jobs.

• One survey found that “establishing a linkage between

learning and organizational performance” was the
number one pressing issue facing training professionals.

• Some experts use the phrase “workplace learning and

performance” instead of “training”.

Define training and explain each of the

steps in the ADDIE training process – cont.
The ADDIE five-step training process

1. Analyze the training need.

2. Design the overall training program.
3. Develop the program or course (i.e. assembling or
creating the training materials).
4. Implement training (i.e. training the targeted employee
group using methods such as online training).
5. Evaluate the course’s effectiveness.

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Ch05 HRM - Tutorial # 5 and 6

Define training and explain each of the

steps in the ADDIE training process – cont.
Analyzing the training needs

• Task analysis is a detailed study of the job to determine

what specific skills (such as soldering in the case of an
assembly worker or interviewing in the case of a
supervisor) is required.
 Job description
 Job specification

Define training and explain each of the

steps in the ADDIE training process – cont.
Analyzing the training needs – cont.

• Performance analysis means verifying that there is a

performance deficiency and determining whether that
deficiency should be rectified through training or
through some other means.
 Supervisor, peer, and self performance reviews
 Job-related performance data (e.g. absenteeism)
 Observation
 Interviews
 Tests of things like job knowledge and skills

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Ch05 HRM - Tutorial # 5 and 6

Define training and explain each of the

steps in the ADDIE training process – cont.
Analyzing the training needs – cont.

• For current employees, distinguishing between “can’t

do” and “won’t do” problems is the heart of
performance analysis.
 Perhaps the employees don’t know what to do or what
your standards are or there are obstacles (e.g. no supplies).
 Or, it might be a won’t do problem and employees could do
a good job if they wanted to.

Define training and explain each of the

steps in the ADDIE training process – cont.
Designing the training program

• Design means planning the overall training program

including training objectives, delivery methods, and
program evaluation.

• Sub-steps include:
 Setting performance objectives
 Creating a detailed training outline (i.e. all steps)
 Choosing a program delivery format (e.g. lectures or web)
 Verifying the overall program design with management

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Ch05 HRM - Tutorial # 5 and 6

Define training and explain each of the

steps in the ADDIE training process – cont.
Designing the training program – cont.

• It is also at the design stage that the manager reviews

possible training program content (e.g. workbooks,
exercises, and activities) and estimates a budget for the
training program.

Define training and explain each of the

steps in the ADDIE training process – cont.
Developing the program or course

• Program development means assembling/creating the

program’s training materials.
 Content of the program
 Instructional methods (e.g. lectures, cases, web-based, etc.)
 Training equipment and materials (e.g. iPads, workbooks,
lectures, PowerPoint slides, activities, manuals, etc.)

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Ch05 HRM - Tutorial # 5 and 6

Define training and explain each of the

steps in the ADDIE training process – cont.
Implement training

• Implement training means actually provide the training

using one or more of the instructional options (e.g.
lectures or role playing).

Define training and explain each of the

steps in the ADDIE training process – cont.
Evaluating the training effort

Controlled experimentation:

• Controlled experimentation is the best method to use in

evaluating a training program. A controlled experiment
uses both a training group and a control group (the latter
receives no training).

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Ch05 HRM - Tutorial # 5 and 6

Define training and explain each of the

steps in the ADDIE training process – cont.
Evaluating the training effort – cont.

Training effects to measure:

1. Reaction – evaluate trainees’ reactions to the program.

2. Learning – test the trainees to determine whether they
learned the principles, skills, and facts they were
supposed to learn.
3. Behavior – ask whether the trainees’ behavior changed
because of the training program.
4. Results – ask what results were achieved.

Discuss at least two techniques used for

assessing training needs
Simulation training

• Simulation training takes place away from the work

place. In this method the actual work conditions are
simulated in classroom.

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Ch05 HRM - Tutorial # 5 and 6

Discuss at least two techniques used for

assessing training needs – cont.
Role playing

• Role playing involves creation of realistic situation in

which the participants assumes and plays the role of a
specific personality in the situation.

Discuss at least two techniques used for

assessing training needs – cont.
Lecture method

• Lecture is a direct method of instruction that involves a

verbal presentation of information by an instructor to a
large audience.

• When this method is used in combination with other

training methods it can be very effective.

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Ch05 HRM - Tutorial # 5 and 6

Discuss at least two techniques used for

assessing training needs – cont.
Conference or group discussions

• In this method of training, a group of people freely

discuss and pose ideas, share and examine the
information or idea, test and evaluate them, and finally
draws conclusions on various aspects that contributes
towards the improvement of job performance.

Discuss at least two techniques used for

assessing training needs – cont.
Programmed instruction

• In this method of training, the subject-matter to be

learned is presented in a series of planned sequential
units.

• After reading each part, the learner must answer a

question about it for which feed back in the form of right
answers is provided.

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Ch05 HRM - Tutorial # 5 and 6

Discuss at least two techniques used for

assessing training needs – cont.
Audio visual

• Audio visual makes use of slides, overhead projectors,

television, video-tapes, audio-tapes, and films.

Explain what organizational development

is and why it is important
• Organizational development (OD) is a change process
through which employees diagnose and formulate the
change that’s required and implement it often with the
assistance of trained consultants.

• Managers use OD to reduce employees resistance

associated with organizational change.

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Ch05 HRM - Tutorial # 5 and 6

Explain what organizational development

is and why it is important – cont.
• An example of OD efforts include sensitivity training –
aims to increase participant’s insights into their behavior
and the behavior of others by encouraging an open
expression of feelings in the trainer-guided “T-group
laboratory”.
 Controversial method surrounded by debate
 Used much less today than in the past

Any Questions?

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