Human resources management chapter seven

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“The biggest job we have is to teach a newly hired employee how to fail intelligently. We have to train him to experiment over and over and to keep on trying and failing until he learns what will work.” Charles F. Kettering quotes (Ameri inventor of the electric startey. 

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Employee Orientation A procedure for providing new employees with basic background informa SSS. 0 ۱ ‏در دی‎ 

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۳۱۵ ۱۱۵۲۱۵۱۱۵۱۱۵۵ ۴۲۵۵55 © ۱ * Traditional orientation programs take several hours. The human resource specialist usually performs the first part of the orientation by explaining basic r->**ers like working hours, benefit ond vacations. That person then introduces the new employee to his or her new supervisor. In firms like Toyota Motors USA, on boarding-type orientations take up to 

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The Purposes of Employ’ 7 Orientation 1. Make the new employee feel welcome and at home and part of the team. . Make sure the new employee has the basic information to function effectively, such as e-mail access, personnel policies and benefits, and what the employer expect in terms of work behavior. . Help the new employee understand 

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Department Orientation Checklist for New Employees Dept Orientation Checklist for Employe es.pdf ene orientchecklist.pdf ۳ 00008000100 610 

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Orientation Technology ۰ At the University of Cincinnati, new employees spend about 45 minutes online learning about their new employer’s mission, organization, and policies and proced 

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Training The process of teaching new or current employees the basic skills they need to perform they” 

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For whatever reason, training is booming. Companies spend on average $1,103 per employee for 

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The Four-St{Jp Training Prod Ss 

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Analyzing Training Needs And Designing the Program 1. Task analysis: assessing new employees’ training needs ٠ Task Analysis: A detailed study of a job to identify the specific skills required. ٠ Competency Model: A graphic model that consolidates, usually in one diagram, a precise overview of the competencies (the knowledge, skills, and behaviors) someone would need to do a job well. Performance Analysis: assessing current employees’ training needs: Verifying that there is a performance deficiency and determining whether that deficiency should be corrected through training o: other means (such as transferring the | 

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Training Methods On-the-Job Training Vestibule training Apprenticeship Teletraining and Training videoconferencing Informal learning Electronic ob instruction performance support ate (JIT) systems (EPSS) Tectures Computer-based ۲ training Programmed learning ۹ Simulated learning Audiovisual-based Internet-based training training 

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On-The-Job Training training a person to learn a job while -working on it — Type of On-The-Job Trainin * Coaching or understusgg 7 * Job rotation * Special assignme; 

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MEN'S WEARHOUSE® The Men’s Wearhouse, with more than 455 employee the ropes, makes extensive use of on-the-job training. Every manager is formally accountable for the development of his or her direct subordinates. 

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Apprenticeship ۵ A Structured process by which people become skilled workers through a combination of classroom instruction and on-the-i 

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۳۱۵۲۳۵5۵ When steelmaker Dofasco discovered that many of their employees would be retiring during the next 5 to 10 years, the company decided to revive its apprenticeship training. Applicants are prescreened. New recruit then spend about 32 months in an internal apprenticeship training program, learning various jobs under the tutelage of experienced 

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Informal learning Surveys from the American Society for training and development estimate that as much as 80% of what employees learn on tha igh they learn not throug ins. (<u 

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Job instruction training (JIT) listing each job’s basic tasks, along with key points, in order to provide step-by-step training for employees. 4 7 TOMER 

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The step-by-step graphical instructions UPS to train new drivers in how to 

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Lectures Lecturing is a quick and simple way to present knowledge to large groups of trainees, as when the sales force needs to learn a new product’s features. inal 

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Programmed learning: A systematic method for teaching job skills, involving presenting question or facts, allowing the person to respond, and giving the learner immediate feedback on the accuracy of his or her answers. Audiovisual-Based Training: Audiovisual-based training techniques like DVDs, films, PowerPoint, and audiotapes are widely used. 60 5 وا 21109 یچ ۲۲۵۱۱۱۲ >اباطناعع۱۷ ۲ اونبااه ۱۱۵ ۳۲۲ ۲۲۵۱۳۴6 ۷۷۳۱6۳ 15 ‎simulated equi RV CAP) ill use on the job,‏ ‎but are trained ۱‏ 

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Teletraining and Videoconferencing * With teletraining, a trainer ina central location teaches groups of employees at remote locations via televised hookups. Videoconferencin w< neople in country, © cities. ِ 

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Electronic Performance Support Systems (EPSS) Sets of computerized tools and displays that automate training, documentation, and phone support, integrate ۲۳۱5 ‏جح حخنحح: باه‎ applications, and p that’s faster, cheay effective than trad 

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Computer-based training With computer-based training, trainers use interactive computer-based 

Training and Developin g Employee s “The biggest job we have is to teach a newly hired employee how to fail intelligently. We have to train him to experiment over and over and to keep on trying and failing until he learns what will work.” Charles F. Kettering quotes (American engineer, inventor of the electric starter, 1876-1958) Employee Orientation A procedure for providing new employees with basic background information about the firm. The Orientation Process • Traditional orientation programs take several hours. The human resource specialist usually performs the first part of the orientation by explaining basic matters like working hours, benefits, and vacations. That person then introduces the new employee to his or her new supervisor. • In firms like Toyota Motors USA, on boarding-type orientations take up to The Purposes of Employee Orientation 1. Make the new employee feel welcome and at home and part of the team. 2. Make sure the new employee has the basic information to function effectively, such as e-mail access, personnel policies and benefits, and what the employer expect in terms of work behavior. 3. Help the new employee understand Department Orientation Checklist for New Employees Dept Orientation Checklist for Employe es.pdf orientchecklist.pdf Orientation Technology • At the University of Cincinnati, new employees spend about 45 minutes online learning about their new employer’s mission, organization, and policies and procedures. Training The process of teaching new or current employees the basic skills they need to perform their jobs. For whatever reason, training is booming. Companies spend on average $1,103 per employee for training per year and offer each about 28 hours of training. The Four-Step Training Process Needs analysis Instructional design Implement the program Evaluation Analyzing Training Needs And Designing the Program 1. Task analysis: assessing new employees’ training needs Task Analysis: A detailed study of a job to identify the specific skills required. • Competency Model: A graphic model that consolidates, usually in one diagram, a precise overview of the competencies (the knowledge, skills, and behaviors) someone would need to do a job well. • 2. Performance Analysis: assessing current employees’ training needs: Verifying that there is a performance deficiency and determining whether that deficiency should be corrected through training or through some other means (such as transferring the employee). Training Methods • On-the-Job Training • Apprenticeship Training • Informal learning • Job instruction training (JIT) • Lectures • Programmed learning • Audiovisual-based training • Vestibule training • Teletraining and videoconferencing • Electronic performance support systems (EPSS) • Computer-based training • Simulated learning • Internet-based training On-The-Job Training training a person to learn a job while .working on it – Type of On-The-Job Training: • Coaching or understudy method • Job rotation • Special assignment The Men’s Wearhouse, with more than 455 employee the ropes, makes extensive use of on-the-job training. Every manager is formally accountable for the development of his or her direct subordinates. Apprenticeship Training A Structured process by which people become skilled workers through a combination of classroom instruction and on-the-job training. When steelmaker Dofasco discovered that many of their employees would be retiring during the next 5 to 10 years, the company decided to revive its apprenticeship training. Applicants are prescreened. New recruit then spend about 32 months in an internal apprenticeship training program, learning various jobs under the tutelage of experienced Informal learning Surveys from the American Society for training and development estimate that as much as 80% of what employees learn on the job they learn not through formal means. Job instruction training (JIT) listing each job’s basic tasks, along with key points, in order to provide step-by-step training for employees. The step-by-step graphical instructions UPS to train new drivers in how to park their trucks and disembark. Lectures Lecturing is a quick and simple way to present knowledge to large groups of trainees, as when the sales force needs to learn a new product’s features. Programmed learning: A systematic method for teaching job skills, involving presenting question or facts, allowing the person to respond, and giving the learner immediate feedback on the accuracy of his or her answers. Audiovisual-Based Training: Audiovisual-based training techniques like DVDs, films, PowerPoint, and audiotapes are widely used. Vestibule training: Vestibule training is a method in which trainees learn on the actual or simulated equipment they will use on the job, but are trained off the job. Teletraining and Videoconferencing • With teletraining, a trainer in a central location teaches groups of employees at remote locations via televised hookups. • Videoconferencing allows people in one location to communicate live with people in another city or country, or with groups in several cities. Electronic Performance Support Systems (EPSS) Sets of computerized tools and displays that automate training, documentation, and phone support, integrate this automation into applications, and provide support that’s faster, cheaper, and more effective than traditional methods. Computer-based training With computer-based training, trainers use interactive computer-based and/or DVD systems to increase knowledge or skills.