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Introduction To Employee Training and Development: Mcgraw-Hill/Irwin
Introduction To Employee Training and Development: Mcgraw-Hill/Irwin
Introduction to Employee
Training and Development
McGraw-Hill/Irwin Copyright © 2010 by the McGraw-Hill Companies, Inc. All rights reserved.
What is Training?
1-3
What is Training? (cont.)
High-leverage training
Is linked to strategic business goals and
objectives.
Uses an instructional design process to ensure
that training is effective.
Compares or benchmarks the company's
training programs against training programs
in other companies.
Creates working conditions that encourage
continuous learning.
1-4
What is Training? (cont.)
1-5
What is Training? (cont.)
1-6
What is Training? (cont.)
1-7
What is Training? (cont.)
1-8
Designing Effective Training
1-10
Designing Effective Training
(cont.)
1-11
Designing Effective Training
(cont.)
1-12
Table 1.1 - Forces Influencing
Working and Learning
1-13
Forces Influencing Working and
Learning
Economic cycles
Provide an opportunity for companies to take
a closer look at training and development to
identify those activities that are critical for
supporting the business strategy as well as
those mandated by law.
1-14
Forces Influencing Working and
Learning (cont.)
Globalization
Provide training and development
opportunities for global employees.
Provide cross-cultural training to prepare
employees and their families to understand
the culture and norms of the country to which
they are being relocated and assists in their
return to their home country after the
assignment.
1-15
Table 1.2 - Examples of
Intangible Assets
1-16
Forces Influencing Working and
Learning (cont.)
1-17
Forces Influencing Working and
Learning (cont.)
1-18
Forces Influencing Working and
Learning (cont.)
1-19
Table 1.3 - How Managing Cultural Diversity
can Provide Competitive Advantage
1-20
Forces Influencing Working and
Learning (cont.)
1-21
Forces Influencing Working and
Learning (cont.)
1-22
Forces Influencing Working and
Learning (cont.)
1-23
Forces Influencing Working and
Learning (cont.)
1-24
Forces Influencing Working and
Learning (cont.)
1-25
Table 1.5 - Categories and Point Value for the
Malcolm Baldrige National Quality Award
Examination
1-26
Forces Influencing Working and
Learning (cont.)
1-27
Forces Influencing Working and
Learning (cont.)
1-28
Forces Influencing Working and
Learning (cont.)
New technology
Is changing the delivery of training and
makes training more realistic.
Allows training to occur at any time and any
place.
Reduces travel costs.
Provides greater accessibility to training and
consistent delivery.
1-29
Forces Influencing Working and
Learning (cont.)
1-30
Forces Influencing Working and
Learning (cont.)
1-31
Forces Influencing Working and
Learning (cont.)
1-35
Table 1.7 - Characteristics of
BEST Award Winners
1-36
Figure 1.4 - The 2004 ASTD
Competency Model
1-37
Snapshot of Training Practices
(cont.)