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Chapter 8

Employee Training and Development • Importance of Training• Who Will Do the Training• How Employees Learn Best• Developing a Job Training

Program• Retraining• Orientation• Overcoming Obstacles to Learning

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Importance of TrainingTeaching people How to do Their Jobs:

• There are three kinds of training: Job Instruction, Retraining, and Orientation.

• The big sister, big brother, or buddy system is when a old hand shows a newcomer the ropes.

• When good training is absent there is likely to be an atmosphere of tension, crisis, and conflict because nobody knows what to do.

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The Benefits of Training• Gives the supervisor more time to

manage, standardized performance, less absenteeism, less turnover, reduced tension, consistency, lower costs, more customers, better service

• Gives the workers confidence to do their jobs, reduces tension, boost morale and job satisfaction, reduces injuries and accidents, gives them a chance to advance.

• Gives the business a good image and more profit.

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Then why is training often neglected?

• Urgency of need• Training time• Costs• Employee turnover• Short-term worker• Diversity of worker• Kinds of jobs (simple-complex)• Not knowing exactly what you

want your people to do and how

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Who we need to send the Training?• The magic apron method: people train

themselves the easiest ways to get the job done, and it will keep them from getting into trouble.

• teaches shortcuts and ways of breaking the rules.

• Big sister, big brother, or buddy method: passes on bad habits and may resent new person as a competitor.

• The logical person to train new workers is Yourself!

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How do Employees Learns the Best?

• Learning is the acquisition of skills, knowledge, or attitudes.

• The adult learning theory is a field of research that examines how adults learn. A number of the following tips come from the adult leaning theory.

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How employees learn the best: • When they are actively involved in

the learning process-(to do this choose a appropriate teaching method).

• Training is relevant and practical.• Training material is organized and

presented in chunks.• Training is in an informal, quiet, and

comfortable setting.• When they have a good trainer.• When they receive feedback on

performance.• When they are rewarded.

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Training Objectives

• Innovative

• Problem Solving

• Regular

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Developing a Job-Training Program• Training plan: A detailed plan for

carrying out employee training for a unit of work.

• 1st- establish performance standards: they provide a ready made structure for a training program.

• 2nd- write a training objective derived form above.

• 3rd- Develop standard procedures (list tasks and spell them out).

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Types of Training

• Skills Training

• Refresher Training

• Cross Functional Training

• Team Training

• Creativity Training

• Diversity Training

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On-the-Job Training

• JIT

• Coaching

• Mentoring

• Job Rotation

• Apprenticeship training

• Committee Assignments

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Training Methods

Classified by the location of Instruction• On- the- Job TrainingIt is provided when the workers are taught

relevant Knowledge, Skills & abilities at actual work place

• Off-the-Job Training It requires that trainees learn other than actual

work place

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Developing a Unit Training Program• This is taught in several sessions.

• It should provide check points to measure progress.

• Should include two elements:

1. Showing and telling the employee what to do.

2. Having the employee do it (right).

• Location should be quiet.

• Training materials should be the same as used on the job.

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Moving from Plan to Action

• Training people with some experience begins with a pretest.

• Carry out the training program with employees who do not meet standards.

• Once the training process is complete EVALUATE.

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Evaluation• Formal evaluation: uses observation,

interviews, and surveys to monitor training while its going on.

• Summative evaluation: measures results when training is complete in five ways:

1. Reaction

2. Knowledge

3. Behavior

4. Attitudes

5.Productivity

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Job Instruction Training (JIT)

• Also called on the job training.

• Consists of 4 steps:

1. Prepare the learner

2. Demonstrate the task

3. Have the worker do the task

4. Follow through: put the worker on the job, correcting and supporting as nessicary.

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Classroom Training Skills/Mentoring

• Be aware of appropriate body language and speech.

• Watch how you talk to employees. Covey respect and appreciation.

• Handle problem behaviors in an effective manner.

• Avoid time wasters.• Facilitate employee participation

and discussion.• Use visual aids to avoid constantly

referring to notes.

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Retraining/ Coaching• Needed when changes are made that

affect the job, employees performance drops below par, or when the worker has not mastered a particular technique.

• A positive one-on-one approach to retraining is referred to a coaching.

• Coaching is a two part process.

1. Observation of the employees performance.

2. Conversation between manager and employee focusing on job performance.

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Orientation: the pre-job phase of training.

• Introduces each new employee to the job and the workplace.

• Tells new staff members what they want to know and what the company wants them to know.

• Communicates information give out a employee handbook.

• Creates positive employee attitudes toward the company and the job.

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Job Rotation

• This kindof training involves the movement of trainee from one job to another

• Helps him to have a general understanding of how the organization functions.

• The main purpose is to provide trainees with a larger organizational perspective & greater understanding of different functional areas

• Relive boredom• Allows to build rapport with a wide range of

individuals with the org.

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Apprenticeship Training

• Apprentices are trainees who spend a prescribed amount of time, working with an experienced guide, coach or trainee

• Most craft workers are trained through formal apprenticeships program.

• It demands high level of participation from the trainee.

• The biggest disadvantage is that –uniform period of training offered to trainees.

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Committee Assignments

• Training are asked to solve an actual organizational problem.

• Trainees have to work together & offer solution to the problem

• Assigning talented employees can give these employees a broadening experience & can help them to understand the personalities, issues & processes governing the org.

• Develops team spirit, work together towards common goals.

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Off-the-Job Methods

• Vestibule training

• Role playing

• Lecture Method

• Conference/Discussion Approach

• Programmed Instruction

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Methods of Evaluation

• Questionnaires

• Tests

• Interviews

• Case studies

• Feed back

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Evaluation of Training Program

• Hamblin suggested 5 levels

• Reactions

• Learning

• Job Behavior

• Org Growth

• Ultimate value

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Overcoming Obstacles to Learning• Reduce fear with a positive

approach (convey confidence in the worker).

• Increase motivation: emphasize whatever is of value to the learner, make the program form a series of small successes, build in incentives and rewards.

• Limited abilities: adjust teaching to learners level.

• Laziness, indifference, resistance: May mean a problem worker.

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Overcoming Obstacles to Learning• Teaching not adapted to learners:

Deal with people as they are (teach people not tasks), keep it simple, involve all the senses.

• Poor training program: revise to include objectives.

• Poor instructor: The trainer needs to know the job, be a good communicator + leader, sensitive, patient, helpful, etc.