Human Resource Management:

Gaining a Competitive Advantage

Chapter 07
Training

McGraw-Hill/Irwin Copyright © 2013 by The McGraw-Hill Companies, Inc. All rights reserved.
 Continuous & High-Leverage Training

• Training facilitates employees’ learning job-related

knowledge, skills and behavior.
• Continuous learning requires employees to understand the
entire work process, acquire and apply new skills and share
what they have learned with others.
• High-leverage training is:
 linked to strategic business goals and objectives,
 supported by top management,
 relies on an instructional design model, and
 benchmarked to programs in other organizations.

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 Formal and Informal Training

Training

Fo
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r n er led mal t
ea and to cou an ra
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i act int in a an s and n-lin g is i
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a
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Inf tiated otiv oes ng se pa d by velo s,
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 Key Features of Continuous Training

Supports
Business Strategy

Focus on Knowledge
Performance Management

Continuous Informal
Learning
Training
Formal Training
& Development

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 Strategic Learning & Development Process

Strategic
Business Learning & Learning
Metrics
Strategy Development Activities
Initiatives

7-5
 The Training Process
1. Needs Assessment
2. Ensure Employees’Readiness
3. Create a Learning Environment
4. Ensure Transfer of Training
5. Select Training Methods
6. Evaluate Training Programs

7-6
 Needs Assessment Process
Organization
Analysis

Person
Analysis

Task
Analysis
Organizational analysis a process for determining the appropriateness of training
by evaluating the characteristics of the organization.
Person analysis a process of determining individual’s needs and readiness for
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training
Task analysis the process of identifying and analyzing the tasks to be trained
 5 Factors that Influence
Employee Performance and Learning

Person
characteristics

Feedback Input

Consequences Output

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 Task Analysis

Develop
Identify jobs
task list

Identify
knowledge, Validate
skills and tasks
abilities, etc.

7-9
Factors that Influence Motivation to Learn

Benefits or
Consequences of Work
Training Environment

Self- Basic Skills

Conscientiousness
Efficacy

Goal Orientation
Awareness of
Training Needs

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 Ensure Employee Motivation for Learning

Motivation to learn – trainee’s desire to

learn the training program’s content.

Self-efficacy- employees' belief that they can

successfully learn the training program’s content.

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 7 Conditions for Learning

1. Need to know why they should learn.

2. Meaningful training content.

3. Opportunities to practice or social network interaction.

4. Feedback.

5. Observe, experience and interact with others.

6. Good program coordination and administration

7. Commit training content to memory

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 Transfer of Training

Climate for
Transfer
Technological
Opportunity to Use Support
Learned Capability

Transfer
of
Training
Manager
Self-management
Skills Support

Peer
Support
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 Selecting Training Methods
 Presentation Methods
 Instructor-led classroom instruction
 Distance learning, teleconferencing & webcasting
 Audiovisual techniques

 Hands-on Methods
 On-the-job training
 Self-directed learning
 Simulations
 Business games and case studies
 Behavior modeling
 E-learning

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Determine Return on Investment (ROI)

Determine
benefits
Determine Make the
costs analysis

Cost-benefit analysis -
process of determining a training program’s
economic benefits using accounting methods.

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 Managing Diversity and Inclusion
 Managing Diversity- process of creating an environment that allows all
employees to contribute to organizational goals and experience personal
growth.

 2 Types of Diversity Training:

1. Attitude awareness and change programs
2. Behavior based programs
 2 Goals of Diversity Training and Inclusion:
1. Eliminate values, stereotypes, and managerial practices that inhibit
employees’ personal development
2. Allow employees to contribute to organizational goals regardless of
their race, sexual orientation, gender, family status, religious
orientation, or cultural background.

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Managing Diversity Programs

Top Management
& Employee
Support

Recruit & Identify &

Hire Develop Talent

Improve
Hold
Fair Relationships
Managers
Treatment with External
Accountable
Stakeholders

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 Summary

 Technological innovations, new product markets, and a

diverse workforce have increased the need for companies
to reexamine how their training practices contribute to
learning.
 The key to successful training is choosing the most
effective training method.
 Managing diversity and cross-cultural preparation are two
training issues relevant to capitalize on a diverse
workforce and global markets.

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