Outlining Effective Training Systems

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. . . . a Times Mirror Higher Education Group, Inc., organization, 1997. IRWIN. The Needs Assessment Process. Preparing Pressure Points. Individual Analysis. - Is it a preparation issue?- Who needs preparing?- Are representatives prepared for preparing?. Authoritative Analysis. - Support for preparing?- Sufficient assets?- Fit with vital targets?.

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´╗┐Planning Effective Training Systems Conduct needs examination Ensure representative status for preparing Create learning condition Ensure exchange of preparing Evaluate preparing program IRWIN a Times Mirror Higher Education Group, Inc., organization, 1997

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The Needs Assessment Process Training Pressure Points Organizational Analysis Person Analysis - Is it a preparation issue? - Who needs preparing? - Are representatives prepared for preparing? - Support for preparing? - Sufficient assets? - Fit with key destinations? Undertaking Analysis - distinguish errands, aptitudes, information, and conduct IRWIN a Times Mirror Higher Education Group, Inc., organization, 1997

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Implications of Business Strategy for Training How Achieved Training Implications Strategy Key Issues Concentration - enhance quality - current abilities - create work constrain - group building - broadly educating - relationship building abilities - at work Internal Growth - worldwide development - new items - joint endeavors - advancement - making new occupations & assignments - social preparing - innovativeness preparing - correspondence - specialized aptitudes - struggle determination External Growth (obtaining) - gain firms - coordination - excess - rebuilding - incorporate preparing frameworks - group building - recognize capacities Disinvestment - cost lessening - rethink objectives - offer resources - productivity - push administration - time administration - broadly educating - outplacement IRWIN a Times Mirror Higher Education Group, Inc., organization, 1997

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Training : Methods & Effectiveness Trainabilty Ability/Skill Areas HIGH LOW Technical Decision-Making Communication Consideration/compassion Leadership Motivation Appraisal/mentor Creativity Coping with change Integrity Effort/constancy Commitment

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Training : Areas & Effectiveness Trainabilty Ability/Skill Areas HIGH LOW X Technical Decision-Making Communication Consideration/sympathy Leadership Motivation Appraisal/mentor Creativity Coping with change Integrity Effort/perseverance Commitment X

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Training Methods Presentation Techniques classroom guideline remove learning varying media Hands - on Techniques at work preparing (OJT) self-coordinated learning reenactments business diversions, contextual investigations conduct demonstrating intuitive video Group-based Techniques experience (wild) learning group preparing activity learning IRWIN a Times Mirror Higher Education Group, Inc., organization, 1997

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Evaluating Training Programs Four classifications of assessment include: Affective response of learner to program Cognitive learning of program substance Skill-based specialized aptitudes or conduct Results impact on organization execution IRWIN a Times Mirror Higher Education Group, Inc., organization, 1997

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Training Evaluation Designs Pretest/Posttest with control assemble Pretest/Posttest just Time arrangement IRWIN a Times Mirror Higher Education Group, Inc., organization, 1997

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Learning Theory Remediation Desired Level Limit end of preparing? Execution Measure Grappling requirement for bolster I Got It! forcefeed Time

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Myers - Briggs Types 16 identity sorts in light of the accompanying 4 measurements: Energy : where individuals get quality and imperativeness from outgoing individuals (e) - interpersonal connections self observers (i) - individual musings and emotions Life-Style : inclination to be adaptable and versatile judging (j) - concentrate on objectives, build up due dates seeing (p) - appreciate shocks, change choices Information-gathering : moves made in basic leadership detecting (s) - assemble actualities, detail instinctive (i) - concentrate on possibilites, thought connections Decision-production : measure of thought for other's sentiments considering (t) - target center seeing (p) - assess the effect of choices on others IRWIN a Times Mirror Higher Education Group, Inc., organization, 1997

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Characteristics of Successful Mentoring Programs Participation is intentional Matching procedure is adaptable Mentors are picked on capacity & readiness Purpose is obviously comprehended Program length is determined Minimum level of contact is indicated Contact among members is energized Program is assessed Employee advancement is remunerated IRWIN a Times Mirror Higher Education Group, Inc., organization, 1997

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Characteristics of Successful Diversity Programs Supported by top administration Structured Tied to business destinations Evaluations utilized Manager association required Viewed as social change Blame is not accentuated Behaviors, collaboration abilities showed Managers compensated for expanding assorted qualities Sources: S. Rynes and B. Rosen, "What Makes Diversity Programs Work?" HR Magazine (October, 1994), 67-73; S. Rynes and B. Rosen, "A Field Survey of Factors Affecting the Adoption and Perceived Success of Diversity Training," Personnel Psychology 48 (1995): 247-270; J. Gordon, "Distinctive fromWhat? Differing qualities as a Performance Issue." Training (May 1995):25-33.

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Current Issues Cross-social Preparation Managing Work-Force Diversity through adherence to enactment, AA through demeanor & conduct change Melting the Glass Ceiling Joint Union-Management Programs Succession Planning Dysfunctional Managers IRWIN a Times Mirror Higher Education Group, Inc., organization, 1997

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A Model of Career Development Exploration Stage: Characteristics Tasks - Identify premiums and abilities - Fit amongst self and work - Engaged in Helping and Learning - Serves as Apprentice Activity Exploration Stage Relationship to others 30 AGE IRWIN a Times Mirror Higher Education Group, Inc., organization, 1997

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A Model of Career Development Establishment Stage: Characteristics Tasks Establishment Stage - Advancement - Growth - Develop way of life - Independent giver - Become a Colleague Activity Relationship to others 45 30 AGE IRWIN a Times Mirror Higher Education Group, Inc., organization, 1997

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A Model of Career Development Maintenance Stage: Characteristics Maintenance Stage Tasks - Update aptitudes - Remain a benefactor - Trainer - Sponsor - Policy-producer - Become a Mentor Activity Relationship to others 45 30 60 AGE IRWIN a Times Mirror Higher Education Group, Inc., organization, 1997

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A Model of Career Development Disengagement Stage Tasks Characteristics Activity - Retirement arranging - Change adjust between work & life - Phase out of work - Become a Sponsor Relationship to others 45 30 60 AGE IRWIN a Times Mirror Higher Education Group, Inc., organization, 1997

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The Career Planning Process Action Plans Goal Setting Reality Check - devise short-and long haul formative arrangements Self-Assessment - feeedback on abilities, learning - decide vocation premiums, values, aptitudes IRWIN a Times Mirror Higher Education Group, Inc., organization, 1997

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Roles in the Career Planning (CP) Process Employee's part essential duty regarding own CP get criticism about qualities, shortcomings distinguish formative needs open oneself to learning openings connect with a wide range of representatives Manager's part mentor, appraiser, counselor and referral operator Company's part furnish representatives with assets for CP IRWIN a Times Mirror Higher Education Group, Inc., organization, 1997

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Characteristics of Effective Orientation Programs Encourage representatives to make inquiries Information on specialized/social parts of occupation Responsibility of administrator Avoid humiliating new worker Formal/casual collaborations with supervisors/peers Include migration help Provide data about organization items, and so forth. IRWIN a Times Mirror Higher Education Group, Inc., organization, 1997

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Career Development Issues Career Plateau undoubtedly amid mid-vocation Dual vocation ways specialized/proficient versus administrative Skills outdated nature constant learning Balancing work and family Coping with occupation misfortune give outplacement administrations Retirement address issues of more seasoned specialist pre-retirement socialization early retirement programs IRWIN a Times Mirror Higher Education Group, Inc., organization, 1997

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Company Policies to Accommodate Work and Family Communicate data about work and family strategies work requests Flexibility in work game plans & plans work sharing, strategic scheduling, low maintenance work, locally established work, packed week's worth of work Support administrations senior and kid mind oversee preparing IRWIN a Times Mirror Higher Education Group, Inc., organization, 1997

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