Importance

To paraphrase Google’s head of “People

Operations” (HR), there are two ways to
build a great workforce. One is to hire top
performers (what he calls “90th percentile
performers”), and the other is to hire
average performers and then use training
to try to make them 90th percentilers.22
He found the former approach worked
best for Google.
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 (all
training program steps from start to finish), choosing a program delivery
method (such as lectures or Web), and verifying the overall program design
with management.
Program development means actually assembling the program’s training content and materials. It means
choosing the specific content the program will present, as well as designing/choosing the specific
instructional methods (lectures, cases, Web-based, and so on) you will use. Training equipment and
materials include (for example) iPads, workbooks, lectures, PowerPoint slides, Web- and computer-based
activities, course activities, trainer resources (manuals, for instance), and support materials. Some
employers create their own training content, but there’s also a vast selection of online and offline content.
The most familiar on-the-job training is the coaching or
understudy method. Here, an experienced worker or
the trainee’s supervisor trains the employee.
Job rotation, in which an employee (usually a
management trainee) moves from job to job at planned
intervals, is another OJT technique.
Special assignments similarly give lower-level
executives firsthand experience in working on actual
problems
“Peer to peer development”
The employer selects several
employees who spend several days
per week over several months
learning what the technology or
change will entail, and then spread
the new skills and values to their
colleagues back on the job.
Surveys estimate that as much as
80% of what employees learn on the
job they learn through informal
means, including performing their
jobs while interacting every day
with their colleagues.

List a corresponding “key point” (if

any) beside each step. The steps in
such a job instruction training sheet
show trainees what to do, and the
key points show how it’s to be done
—and why, as follows
(Definition)
Audiovisual-Based Training
Although increasingly replaced by
Web-based methods, audiovisual-
based training techniques like
DVDs, films, PowerPoint, and
audiotapes are still used.71 The
Ford Motor Company uses videos
in its dealer training sessions to
simulate problems and reactions to
various customer complaints, for
example.
 “Simulated learning”
means different things to
different people.
Virtual reality puts the
(Definition) trainee in an artificial three-
dimensional environment
that simulates events and
situations experienced on the
job.
 (Definition)

Computer-based training refers to training

methods that use interactive computer-based
systems to increase knowledge or skills. For
example, employers use CBT to teach
employees safe methods for avoiding falls.
The system lets trainees replay the lessons
and answer questions, and is especially
effective when paired with actual practice
under a trainer’s watchful eye.
Vestibule Training With
vestibule training, trainees learn on the
actual or simulated equipment but are
trained off the job (perhaps in a separate
room or vestibule). Vestibule training is
necessary when it’s too costly or
dangerous to train employees on the job.
Controlled experimentation is the
gold standard. A controlled
experiment uses a training group and
a control group that receives no
training. Data (for instance, on
quantity of sales or quality of
service) are obtained both before and
after one group is exposed to training
and before and after a corresponding
period in the control group.
Evaluate trainees’ reactions to the
program. Did they like the
program? Did they think it
worthwhile?
Test the trainees to determine
whether they learned the principles,
skills, and facts they were supposed
to learn.
Ask whether the trainees’ on-the-job
behavior changed because of the
training program. For example, are
employees in the store’s complaint
department more courteous toward
disgruntled customers?
Most important, ask, “What results
did we achieve, in terms of the
training objectives previously set?”
For example, did the number of
customer complaints diminish?
Reactions, learning, and behavior are
important. But if the training program
doesn’t produce measurable
performance-related results, then it
probably hasn’t achieved its goals.
 Class Assignment#1 (21-11-2022)
Attempt all questions

• Define Human Resource Management. What are the functions of an HR

manager? Also explain the proficiencies an HR manager must have.
• What are the challenges to or new trends affecting HR management?
Explain how the companies must deal with such challenges. Also explain
how HR managers can play their roles to meet today’s challenges.
• Briefly define the following concepts:
• a. Organization
• b. Line authority and Staff (Implied) authority
• c. Management
• d. Staffing