哈佛商学院MBA 授课讲义 Chap007

TrainingDiscusshowtrainingcancontributetocompanies’businessstrategy.Explaintheroleofthemanagerinidentifyingtrainingneedsandsupportingtrainingonthejob.Conductaneedsanalysis.Evaluateemployees’readinessfortraining.Discussthestrengthsandweaknessesofpresentation,hands-on,andgrouptrainingmethods.Chapter7TrainingExplainthepotentialadvantagesofe-learningtraining.Designatrainingsessiontomaximizelearning.Chooseanappropriateevaluationdesignbasedontrainingobjectivesandanalysisofconstraints.Designacross-culturalpreparationprogram.Developaprogramforeffectivelymanagingdiversity.7ChapterTrainingcan...Increaseemployees’knowledgeofforeigncompetitorsandcultures.Increaseemployees’knowledgeofforeigncompetitorsandcultures,Helpensurethatemployeeshavethebasicskillstoworkwithnewtechnology,Helpemployeesunderstandhowtoworkeffectivelyinteamstocontributetoproductandservicequality.Ensurethatthecompany’scultureemphasizesinnovation,creativity,andlearning.Ensureemploymentsecuritybyprovidingnewwaysforemployeestocontributetothecompanywhentheirjobschange,theirinterestschange,ortheirskillsbecomeobsolete.Prepareemployeestoacceptandworkmoreeffectivelywitheachother,particularlywithminoritiesandwomen.McGraw-Hill/Irwin©2006TheMcGraw-HillCompanies,Inc.Allrightsreserved.TrainingTrainingisaplannedeffortbyacompanytofacilitatethelearningofemployees.High-leveragetraining:islinkedtostrategicbusinessgoalsandobjectives,issupportedbytopmanagement,reliesonaninstructionaldesignmodel,andiscomparedorbenchmarkedtoprogramsinotherorganizations.Continuouslearningrequiresemployeestounderstandtherelationshipbetweentheirjobs,theirworkunits,andthecompanyandtobefamiliarwithcompanybusinessgoals.McGraw-Hill/Irwin©2006TheMcGraw-HillCompanies,Inc.Allrightsreserved.DesigningEffectiveTrainingActivities1.NeedsAssessment•OrganizationalAnalysis•PersonAnalysis•TaskAnalysis2.EnsuringEmployees’readinessforTraining•AttitudesandMotivation•BasicSkills3.CreatingaLearningEnvironment•Identificationoflearningobjectivesandtrainingoutcomes•Meaningfulmaterial•Practice•Feedback•Observationofothers•AdministeringandcoordinatingprogramTheTrainingProcessMcGraw-Hill/Irwin©2006TheMcGraw-HillCompanies,Inc.Allrightsreserved.DesigningEffectiveTrainingActivities(cont.)4.EnsuringTransferofTraining•Self-managementstrategies•Peerandmanagersupport2.SelectingTrainingMethods•PresentationalMethods•Hands-onMethods•GroupMethods3.EvaluatingTrainingPrograms•Identificationoftrainingoutcomesandevaluationdesign.•Cost-benefitanalysisTheTrainingProcessMcGraw-Hill/Irwin©2006TheMcGraw-HillCompanies,Inc.Allrightsreserved.NeedsAnalysisOrganizationalAnalysisPersonAnalysisTaskAnalysisMcGraw-Hill/Irwin©2006TheMcGraw-HillCompanies,Inc.Allrightsreserved.EnsuringEmployeeReadinessforTrainingMotivationtolearnisthedesireofthetraineetolearnthecontentofthetrainingprogram.Self-efficacyistheemployees'beliefthattheycansuccessfullylearnthecontentofthetrainingprogram.Managerscanincreaseemployees'self-efficacylevelby:Lettingemployeesknowthatthepurposeoftrainingistoimproveperformance,notidentifyincompetencies.Providingasmuchinformationaspossibleaboutthetrainingprogramanditspurpose.Showingemployeesthetrainingsuccessoftheirpeers.Providingemployeeswithfeedback.McGraw-Hill/Irwin©2006TheMcGraw-HillCompanies,Inc.Allrightsreserved.SKILLSBasicSkillsCognitiveAbility-verbalcomprehension,quantitativeability,andreasoningabilityReadingAbility-thedifficultylevelofwrittenmaterialsMcGraw-Hill/Irwin©2006TheMcGraw-HillCompanies,Inc.Allrightsreserved.CreatingaLearningEnvironmentEmployeesneedtoknowwhytheyshouldlearn.Employeesneedmeaningfultrainingcontent.Employeesneedtohaveopportunitiestopractice.Employeesneedfeedback.Employeeslearnbyobserving,experiencing,andinteractingwithothers.Employeesneedtocommittrainingcontenttomemory.Employeesneedthetrainingprogramtobeproperlycoordinatedandarranged.McGraw-Hill/Irwin©2006TheMcGraw-HillCompanies,Inc.Allrightsreserved.TransferofTrainingTransferofTrainingClimatefortransferOpportunitytouselearnedcapabilityTechnologicalSupportSelf-managementskillsManagersupportPeerSupportMcGraw-Hill/Irwin©2006TheMcGraw-HillCompanies,Inc.Allrightsreserved.SelectingTrainingMethodsPresentationMethodsInstructor-ledclassroomformatDistancelearningAudiovisualtechniquesHands-onMethodsOn-the-jobtrainingSimulationsBusinessgamesandcasestudiesBehaviormodelingInteractivevideoWeb-basedtrainingMcGraw-Hill/Irwin©2006TheMcGraw-HillCompanies,Inc.Allrightsreserved.OutcomesUsedinEvaluatingTrainingProgramsOUTCOMECognitiveOutcomesSkill-basedOutcomesAffectiveOutcomesResultsReturnonInvestmentWHATISMEASURED•AcquisitionofKnowledge•Behavior•Skills•Motivation•ReactiontoProgram•Attitudes•CompanyPayoff•EconomicvalueofTrainingHOWMEASURED•Pencilandpapertests•Worksample•Observation•Worksample•Ratings•Interviews•Focusgroups•Attitudesurveys•Observation•Datafrominformationsystemorperformancerecords•IdentificationandcomparisonofcostsandbenefitsoftheprogramMcGraw-Hill/Irwin©2006TheMcGraw-HillCompanies,Inc.Allrightsreserved.Pretes