ADMS 3410 Lecture Notes - Intimate Relationship, Meritocracy, Organizational Culture

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Published on 18 Apr 2013
School
York University
Department
Administrative Studies
Course
ADMS 3410
Professor
Training and Development 1/4/2013 8:54:00 PM
Training
Focus on learning organizational specific KSAs (Knowledge, skils
and abilities) for current or impending jobs/tasks
Development
Acquiring KSAs for job/tasks
Education
Individual rather than organizationally-focused
More macro and broad-based, focused upon enhancing critical
thinking, effective evaluation and communication etc.
Wider applicability to work and non-work setting
Training and development importance
Societal
o Flexible highly trained workforce that provides to the
economy. Allows economy to be strong, flexible and fits
across the nation
Organizational
o One that’s are productivity, high performance levels and
enhance worker retention because workers understand the
orgs are interested in investing SK for the future
o Public needs of the citizens are meet
Individuals
o Undergo TD, learn new knowledge and skills, improved
employment prospects, standards of living, sense of personal
competency
Strategic Model of training and development
Environmental Analysis SWOT and
o Examinations of strengths, weaknesses, opportunities, and
threats; legal constraints; competitive environment;
technology; national; international
Business strategy which leads to
o Overall strategy; macro level
o Subset (HRM)
HRM strategy
Learning/training strategy which drives
Training and development programs
o Each program has a specific goal and program
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o NEEDS analysis is made to determine the goals of each
specific program
Systems Framework
Inputs
o Eg. People/employees, budgets and resources, equipment,
trainers, technology, organizational needs, etc.
o Inputs to the process
Through-puts/transformation
o Needs analysis, training design and planning, methods &
implementation, training evaluation and feedback/revision
etc.
o Organizational training design and delivery occurs
o Designs/methods is determined through NEEDS analysis
Outputs
o Transfer of training, knowledge, skills performance,
empowerment, satisfaction
o Individual and organizational (reward)
o Qualitative and quantitative (how well made ___ is )
o Soft (perceptions, feelings) and hard (objective) criteria (units
produced, number of outputs)
Training and development sequence
-steps for proper analysis
Issue/problem
o Eg performance gap (difference between expected
performance and actual performance)
o Not sure why this occurs but we then do a ….
Needs analysis
o Organizational analysis
o Task analysis
o person analyses
Training design & development
o Objectives and learning dimensions
o W5h, content and selected training methods
Who what where when why and how (who will training
who needs to be train, what needs to be trained, when
does it need to be trained, how (training methods)
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Delivery/implementation
Training evaluation
o Process, criteria and methods
Combination of methods? Which methods?
Feedback/revision
o Goes to HR specialists and trainers and allows them to revise
in order to improve effectiveness
Issues and problems in training and development
Many organizational still view training as an discretionary expense
rather than an investment
o Workers have not received the KSA needed
Demographics of developed countries
o Lower birth rates, aging populations
o Labour supply issues for organizations
Different groups of PT FT and contigent,; more
problems for us in terms of training
Life Long Work & Life Long Learning
o The end of mandatory retirement
People are working more (older people)
Changing perspectives on careers and personal values re: work and
its role in life
Diversity in the workplace
Globalization and cross-cultural perspectives
Rate of technological & societal change
o Ppl are working abroad, through technology etc..
Change.
o Rate of change in terms of technology is HUGE
o People are surrounding themselves with machinery
o NEED for training has really stepped up in terms of training
and development environment
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Document Summary

Focus on learning organizational specific ksas (knowledge, skils and abilities) for current or impending jobs/tasks. More macro and broad-based, focused upon enhancing critical thinking, effective evaluation and communication etc. Wider applicability to work and non-work setting. Societal: flexible highly trained workforce that provides to the economy. Allows economy to be strong, flexible and fits across the nation. Organizational: one that"s are productivity, high performance levels and enhance worker retention because workers understand the orgs are interested in investing sk for the future, public needs of the citizens are meet. Individuals: undergo td, learn new knowledge and skills, improved employment prospects, standards of living, sense of personal competency. Environmental analysis swot and: examinations of strengths, weaknesses, opportunities, and threats; legal constraints; competitive environment; technology; national; international. Business strategy which leads to: overall strategy; macro level, subset (hrm) Training and development programs: each program has a specific goal and program, needs analysis is made to determine the goals of each specific program.

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