presentasi msdm kelompok 4 training and developing
TRANSCRIPT
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Training and Developing EmployeesKelompok 4
• Ahmad Kurniadi NPM 1006809925• Almansyah Auriyanto NPM 1006810290• Ramhadtu Prasaditama NPM 1006814351• Yanuar Heikal NPM 1006815461
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Training and Development
Menurut (Hadari:2005:208).Pelatihan adalah program- program untuk
memperbaiki kemampuan melaksanakan pekerjaan secara individual, kelompok dan/atau berdasarkan jenjang jabatan dalam organisasi atau perusahaan.
Pengembangan adalah usaha yang dilakukan secara formal dan berkelanjutan dengan difokuskan pada peningkatan dan penambahan kemampuan seorang pekerja.
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Orienting Employees
Employee OrientationA procedure for providing new employees with basic background information about the firm.
Purpose of Orientation• Feel Welcome and at ease• Understand the organizations• Know what is expected in work and behavior• Begin the Socialization process
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• Company organization and
operations
• Safety measuresand regulations
• Facilities tour
• Employee Orientati
on
• Employee benefit information
• Personnel policies
• Daily routine
The Orientation Process
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New EmployeeDepartmental
Orientation Checklist
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The Four-Step Training Process
Needs analysis
Instructional design
Program implementation
Evaluation
Validation
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Analyzing Training Needs
• Task Analysis:
Assessing new
employees’ training needs
• Performance Analysis:
Assessing current
employees’ training needs
• Training Needs Analysis
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Task AnalysisRecord Form
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Performance Analysis:Assessing Current Employees’ Training Needs
• Performance Appraisals
• Job-Related Performance Data
• Observations
• Interviews
• Assessment Center Results
• Individual Diaries
• Attitude Surveys
• Tests
• Methods
for Identifyi
ng Training Needs
• Specialized Software
• Can’t-do or Won’t-do?
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METHODS
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On-the-Job Training
CoachingOr Understudy
Job Rotation
Special Assignment
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Steps to ensure On-the-Job Training Success
4. Follow-Up
3. Do a Tryout
2. Present the Operation
1. Prepare the Learner
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Types of Training (cont’d)
Apprenticeship Training• Combination of formal learning&long-term OJT• Under the tutelage of experienced employees
Informal Learning• Learn not through formal training
Job Instruction Learning• Step by Step• Key points: How it’s to be done-and why.
Lectures• Can be effective• Quick&simple way
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Job Instruction Training @ UPS
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Programmed Learning
Step by step, self learning methodPresenting
questions, facts, or problems to
the learner
Allowing the person to respond
Providing feedback on the accuracy of answers
Reduces training time Self paced learning Get immediate feedback Reduce trainee’s risk of error
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List of Various Computer-Based Training Techniques
PI Computer-based programmed instruction
CBT Computer-based training
CMI Computer-managed instruction
ICAI Intelligent computer-assisted instruction
ITS Intelligent tutoring systems
Simulation Computer simulation
Virtual Reality Advanced form of computer simulation
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Internet Based Training
Teletraining and Videoconferencing
Electronic Performance Support
Systems (EPSS)
Computer-Based Training
E-learning and learning portals
Distance Learning Methods
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Intelligent Tutoring SystemOne step further than programmed learning
Computerized, supercharged, programmed instruction programs
Identify what questions and approaches worked or did not work for the learner
Adjust the suggested instructional sequence to the trainee’s unique needs
http://www.stottlerhenke.com/video/ais_ift.wmv
http://www.stottlerhenke.com/solutions/training/ais_ift_its.htm
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Audiovisual-Based Training
More expensive than lectures, but more interesting
1
•Need to illustrate how to follow certain sequence over time.
2
•Need to expose trainees to events not easliy demonstrable in live lectures, ex: visual tour of a company or open-heart surgery
3
•Need organization wide training
•Too costly to move the trainers from place to place
Use if..
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Vestibule Training
Off the Job Training
Actual or Simulated Equipment
Use it when:
Too costly or dangerous to train employees on the job
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Teletraining and Video Conferencing
• Train at remote location• Using satellite television• Interactive communication
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Electronic Performance Support System (EPSS)
Modern Job Aid
Set of
Instruction
Diagram
Similar method
Computerized tools and displays
Automate training, documentation& phone support
Integrate this into application
Faster, cheaper, more
effective
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Sample: Virtual Reality TrainingEYESIM-Immersive Virtual Reality Training System
http://www.youtube.com/watch?v=3WYUSTL88Tw
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Learning Management System
Internet Based
Software package
Helping employersindentify:• needs • scheduling• delivering• assessing
Managing the training itself
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Lifelong Learning and Literacy Training Techniques
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Creating Training ProgramSet Training Objective
Use a detailed job description
Develop an abbreviated task analysis record form
Develop a job instruction sheet
Compile training program for the job
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JoBs Description (example)
• Memastikan transaksi Settlement L/C Import, SBLC & SKBDN, Documentary Collection, Proses Asuransi dijalankan sesuai dengan standar dan prosedur yang telah ditetapkan, serta comply dengan regulasi internal dan eksternal
• Memastikan transaksi Settlement L/C Import, SBLC & SKBDN, Documentary Collection, Proses Asuransi dijalankan sesuai dengan Service Level Agreement
• Melakukan evaluasi dan memberikan rekomendasi perbaikan proses kerja• Monitoring SAA modifikasi dan Incoming Swift• Memonitor pelaksanaan laporan harian, mingguan dan bulanan• Memonitor pelaksanaan review atas file Settlement Impor secara berkala• Memberikan bimbingan, arahan dan pengajaran perihal transaksi di Settlement
Impor baik bagi Intern/Ekstern• Membantu mencari perbaikan sistem kerja di bagian• Melakukan pemeriksaan error detection seluruh transaksi di bagian settlement
Impor• Ikut membantu melakukan kaderisasi di bagian
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Implementing management development program
Long term focus of management development
Appraising managers’ current
performance
Developing the managers and
future managers
Assessing the company’s
strategic needs
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Succesion planning
Anticipate managemen
t needs
Review firm’s
management skills
inventory
Create replacement
charts
Begin managemen
t development
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Management Development Techniques
Job rotation
Coaching and understudy
Managerial On-the-Job Training
Action learning
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Off Jobs Management Training techniques (examples)
Case study metode
Management games
Outsides seminar
Executive coaches
Behavior modeling
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Behavior ModelingModel the effective behaviors
Have trainees role play using behaviors
Provide social reinforcement and feedback
Encourage transfer of training to job
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Managing Organizational Change Programs
What to Change
Strategy
Culture StructureTechnology
Employees
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Managing Organizational Change and Development
Overcoming resistance to
change
Effectively using organizational development
practices
The Human Resource Manager’s Role
Organizing and leading
organizational change
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Managing Organizational Change and Development (cont’d)
Lewin’s change process
•Unfreezing
•Moving
•Refreshing
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How to Lead the ChangeUnfreezing
StageEstablish a sense of urgency (need for change).
Mobilize commitment to solving problems.
Create a guiding coalition.
Develop and communicate a shared vision.
Help employees to make the change.
Consolidate gains and produce more change.
Moving Stage
Refreezing Stage
Reinforce new ways of doing things.Monitor and assess progress.
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Using Organizational Development
1
Applies behavioral science knowledge
Organizational Development (OD)
Usually involves action research
Changes the organization in a particular direction
2
3
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TABLE 8–3 Examples of OD Interventions
Human Process ApplicationsT-groups (Sensitivity Training)Process consultationThird-party interventionTeam buildingOrganizational confrontation meetingSurvey research
Technostructural InterventionsFormal structural changeDifferentiation and integrationCooperative union–management projectsQuality circlesTotal quality managementWork design
HRM ApplicationsGoal settingPerformance appraisalReward systemsCareer planning and developmentManaging workforce diversityEmployee wellness
Strategic OD ApplicationsIntegrated strategic managementCulture changeStrategic changeSelf-designing organizations
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Evaluating the Training Effort
• Designing the Evaluation Study Time series design
Controlled experimentation
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Evaluating the Training Effort (Cont’d)
• Choosing Which Training Effects to Measure– Reaction of trainees to the program
– Learning that actually took place
– Behavior that changed on the job
– Results achieved as a result of the training
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A Sample TrainingEvaluation Form