Northern Arizona University
College of Business Administration

MGT 310--Human Resource Management

Ch 7: Training and Development

• To date - EEO, job analysis, planning, & recruiting, selection
• Scope
  • Training--short-term; development--long-term
  • Investment: over $60B/year (more on employees/supervisors but proportionately more on managers and executives (fig 7.1, p. 295)
    • Average--26 hours per employee per year; best companies to work for--double that
• Phases
  • Phase I--Needs assessment
    • Organization analysis--environment, strategies, resources ... emphasis?
    • Task analysis--activities ... KSAs required?
    • Person analysis--performance, KSAs ... who needs training?
      • "Deficiency" vs. training as a reward
    • See HRM1, p. 298
  • Phase II--Design
    • Instructional objectives--KSAs (syllabus)
    • Readiness--maturity and experience
    • Motivation--conscientious, goal-oriented, self-disciplined, persevering ... desire to learn
      • Strategies--see list p. 303
    • Learning principles (fig 6.5)
      • Goal setting--explain to goal(s)
      • Meaningfulness--familiarity, transference
      • Modeling--demonstration, video, pictures
      • Individual differences--visual, auditory, kinesthetic
      • Practice and repetition
      • Whole vs part (if "part", be sure to then integrate)
      • Mass vs distributed--time, spacing (usually learn more longer over time)
      • Feedback and reinforcement
        • Right or wrong?
        • Learning curve & plateaus
        • Rewards--encouragement, recognition
          • Behavior modification--esp. positive reinforcement
    • Characteristics of instructors
      • Knowledge of subject
      • Adaptability to audience
      • Sincerity and patience
      • Sense of humor, stories, anecdotes
      • Interest
      • Clear instructions
      • Individual assistance
      • Enthusiasm
  • Phase III--Implementation
    • Non-managerial employees
      • On-the-job training--most common
      • Apprenticeships--professional/technical
      • Cooperative training--combine classes/experience
      • Internships
      • Classroom instruction
      • Programmed instruction--self-directed learning
      • Audiovisual methods--interactive
        • CDs, DVDs
        • Teleconferencing
      • E-learning
        • Types--computer-based training, virtual classrooms, Internet, satellite, broadcast
        • Forms--drill and practice, problem solving, simulation, gaming, tutorials
      • Simulation--aircraft to "games"
    • Management development--broaden experience, longer-term view
      • Coaching & Mentoring
      • Understudy
      • Job rotation--management trainee programs
      • Lateral transfers
      • Special projects (action learning)
      • Staff meetings
      • Planned career progressions
      • Seminars and conferences
      • Case studies
      • Management games/simulations
      • Role playing
      • Behavior modeling--goals, demonstrate, practice, feedback & reinforcement
  • Phase IV--Evaluation
    • Reactions--"happy" (list of questions p. 324)
    • Learning--assessment [direct/indirect]
    • Behavior transfer
      • Close as possible to actual job
      • General principles applied to varying conditions
      • Support, reinforcement, rewards in the real job
      • Relapse prevention--anticipate and cope with setbacks
    • Results
      • Utility--benefits derived relative to costs (cost/benefit; return on investment)
      • Benchmarking--compare with recognized leaders (HRM 8, p. 328)
• Special topics
  • Orientation--new employees
    • Benefits--see list p. 328
    • See HRM 9, p. 330
  • Basic skills
    • 45-50% of adults are functionally illiterate
    • See list of basic skills p. 330-331
  • Team training
    • See Fig. 7.10, p. 332
    • Takes time, relapses, new members, hands-on
  • Cross-training--learning to do different jobs
    • Helps keep workers interested & motivated, cuts turnover, increases productivity, cuts labor costs, develops career opportunities
  • Diversity training
    • Awareness & skill building
    • See HRM 10, p. 335
• VIDEO--Deloitte & Touche