MOS 1021 Lecture 8

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Department
Management and Organizational Studies
Course
Management and Organizational Studies 1021A/B
Professor
Prof
Semester
Winter

Description
Lecture 8 Chapter 6 – Training and Developing Employees  Training vs. Development  Training  ­ An organization’s planned efforts to help employees acquire job­related knowledge, skills, and  behaviour  Employee Development  ­ The combination of formal education, job experiences, relationships, and assessment of  personality and abilities to help employees prepare for the future of their careers  TRAINING DEVELOPMENT Focus  Current Future Use of work experiences Low  High Goal Preparation for current job Preparation for changes Participation Required Voluntary  Training, Learning, and Development Linked to Organizational Needs and Strategy  ­ Training & development as a source of competitive advantage:  ­ Rapid changes require employees to upgrade and learn new skills  ­ Growing reliance on teamwork – Diversity and globalization  Canadian Investment in Training Development  ­ Canadian firms try to underinvest in Canadian development ­ IMD Institute for Management Development stats:  2002 2006 2010 Ranking (out of 59  12  h 21   25   countries) ­ Instructional Design:  A process of systemically developing training to meet specified needs ­ Learning Management System: A computer application that automates the administration,  development, and delivery of training and development of programs  Stages of  Instructional Design:  Needs Assessment: the process of evaluating the organization, individual employees, and employee’s tasks  to determine what kinds of training, if any, are necessary  Prompting conditions:  o Employees lack basic skill  o Producing a new product o Apply new technology  o Design new jobs 1. Organization Analysis – What is the context in which training will occur? • Organizational Analysis: determining the appropriateness of training by evaluating the  characteristics of the organization  • Considers organizations strategy, resources, and management support 2. Person Analysis– Who needs training?, Ready to undergo training? • Determining individuals needs and readiness for training • Training is not always the best solution, manager should identify all variables that can  influence performance (mindset, motivation, organizations input, performance feedback,  positive consequences  3. Task Analysis – What topics should the training cover? • Identifying the tasks and competencies (knowledge, skills, and behaviour) that training  should emphasize  • HR professionals look at the conditions in which tasks are performed  i. Equipment/Environment of the job ii. Time constraints  iii. Safety considerations iv. Performance standards  • These form a basis of description of work activities/task required  • Analyst interviews the employees and their supervisors to prepare a list of tasks  performed in the job • Analyst validates the list by showing it to employees, supervisors, and other subject­ matter experts and asking them to complete a questionnaire about importance, frequency  and difficulty of the tasks • In order to determine which tasks will be the focus of training  Readiness for Training: a combination of employee characteristics and positive work environment that  permit training; positive work environments encourage learning and avoids interfering with the training  program  • Employee Readiness Characteristics:  o Cognitive ability: including being able to use written and spoken language, solving math  problems, and use logic to solve problems  o Motivation: Managers can influence a ready attitude – needed for employees to learn  more from training  • Work Environment o Situational constraints: the limits on trainings effectiveness that arise from the situation  or the conditions within the organization (eg. Lack of money, lack of time) o Social support: organizations people encourage training, including giving trainees  positive feedback and encouragement , sharing information about participating in training  programs, and expressing positive attitudes towards the organizations training programs  Planning Training Program: who will provide the training, what topics to cover, what training methods to  use, and how to evaluate the training  ­ Ef
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