1

Chapter

Training

Discuss how training can contribute to companies’

business strategy.
Explain the role of the manager in identifying training
needs and supporting training on the job.
Conduct a needs analysis.
Evaluate employees’ readiness for training.
Discuss the strengths and weaknesses of presentation,
hands-on, and group training methods.
Chapter

Training

Explain the potential advantages of e-learning training.

Design a training session to maximize learning.

Choose an appropriate evaluation design based on

training objectives and analysis of constraints.
Design a cross-cultural preparation program.

Develop a program for effectively managing diversity.

 Training can...
 Increase employees’ knowledge of foreign competitors and cultures.
 Increase employees’ knowledge of foreign competitors and cultures,

 Help ensure that employees have the basic skills to work with new
technology,
 Help employees understand how to work effectively in teams to
contribute to product and service quality.
 Ensure that the company’s culture emphasizes innovation, creativity, and
learning.
 Ensure employment security by providing new ways for employees to
contribute to the company when their jobs change, their interests change,
or their skills become obsolete.
 Prepare employees to accept and work more effectively with each other,
particularly with minorities and women.
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 Training
 Training is a planned effort by a company to facilitate the
learning of employees.
 High-leverage training:
 is linked to strategic business goals and objectives,
 is supported by top management,
 relies on an instructional design model, and
 is compared or benchmarked to programs in other
organizations.
 Continuous learning requires employees to understand the
relationship between their jobs, their work units, and the
company and to be familiar with company business goals.

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 Designing Effective Training
Activities
The Training Process
1. Needs Assessment
• Organizational Analysis
• Person Analysis
• Task Analysis

2. Ensuring Employees’ readiness for Training

• Attitudes and Motivation
• Basic Skills

3. Creating a Learning Environment

• Identification of learning objectives and training outcomes
• Meaningful material
• Practice
• Feedback
• Observation of others
• Administering and coordinating program
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 Designing Effective Training
Activities (cont.)
The Training Process
4. Ensuring Transfer of Training
• Self-management strategies
• Peer and manager support

2. Selecting Training Methods

• Presentational Methods
• Hands-on Methods
•Group Methods

3. Evaluating Training Programs

• Identification of training outcomes and evaluation design.
•Cost-benefit analysis

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 Needs Analysis

Organizational Analysis

Person Analysis

Task Analysis

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 Ensuring Employee Readiness for
Training
 Motivation to learn is the desire of the trainee to learn the
content of the training program.
 Self-efficacy is the employees' belief that they can
successfully learn the content of the training program.
 Managers can increase employees' self-efficacy level by:
 Lettingemployees know that the purpose of training is to
improve performance, not identify incompetencies.
 Providing as much information as possible about the training
program and its purpose.
 Showing employees the training success of their peers.

 Providing employees with feedback.

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 Basic Skills

Cognitive Ability - S
verbal Reading Ability -
K the difficulty
comprehension,
I level of
quantitative
L written
ability, and
reasoning ability L materials
S

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 Creating a Learning Environment
 Employees need to know why they should learn.
 Employees need meaningful training content.
 Employees need to have opportunities to practice.
 Employees need feedback.
 Employees learn by observing, experiencing, and
interacting with others.
 Employees need to commit training content to memory.
 Employees need the training program to be properly
coordinated and arranged.
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 Transfer of Training
Climate for
transfer

Opportunity to use Technological

learned capability Support

Transfer
of
Training
Self-management Manager support
skills

Peer Support
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 Selecting Training Methods
Presentation Methods
 Instructor-ledclassroom format
 Distance learning
 Audiovisual techniques
Hands-on Methods
 On-the-job training
 Simulations
 Business games and case studies
 Behavior modeling
 Interactive video
 Web-based training

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 Outcomes Used in Evaluating
Training Programs
OUTCOME WHAT IS MEASURED HOW MEASURED
• Acquisition of • Pencil and paper tests
Cognitive Outcomes
Knowledge •Work sample
•Observation
• Behavior
Skill-based Outcomes •Work sample
• Skills
•Ratings

•Motivation •Interviews

Affective Outcomes • Reaction to Program •Focus groups

• Attitudes •Attitude surveys
•Observation

Results •Data from information system

• Company Payoff
or performance records
•Identification and comparison
•Economic value of
Return on Investment of costs and benefits of the
Training
program
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 Evaluation Designs

 Pretest/Posttest  Posttest Only

with Comparison
Group

 Pretest/Posttest  Time Series

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 Cross-Cultural Preparation
 An expatriate is an employee sent by his or her company
to manage operations in a different country.
 To be successful in overseas assignments, expatriates need
to be:
 Competent in their area of expertise
 Able to communicate verbally and nonverbally in the host
country.
 Flexible, tolerant, and sensitive to cultural differences.

 Motivated to succeed, able to enjoy the challenges, and

willing to learn.
 Supported by their families.
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 Three Phases of Cross-Cultural
Preparation

Phase One:
Predeparture Phase

Phase Two:
On-Site Phase

Phase Three:
Repatriation Phase

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 Managing Workforce Diversity
 To successfully manage a diverse work force, companies
need to ensure that:
 Employees understand how their values and stereotypes
influence their behavior toward others of different gender,
ethnic, racial, or religious backgrounds.
 Employees gain an appreciation of cultural differences among
themselves.
 Behaviors that isolate or intimidate minority group member
improve.
 Types of diversity training:
 Attitudeawareness and change programs
 Behavior based programs

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 Socialization and Orientation
 Organizational socialization is the process by which new
employees are transformed into effective members of the
company.
 The three phases of socialization are:

Encounter
Phase

Anticipatory Settling In
Socialization

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 Three Phases of Socialization
 Through anticipatory socialization, expectations about the
company, job, working conditions, and interpersonal
relationships are developed.
 The encounter phase occurs when the employee begins a
new job.
 In the settle-in phase, employees start to feel comfortable
with their job demands and social relationships.
 Orientation programs play an important role in socializing
employees. It involves familiarizing new employees with
company rules, policies, and procedures

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