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MHR 523 (321)
Chapter 7

Chapter 7 training and development.docx

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Department
Human Resources
Course
MHR 523
Professor
Rasha Narsa
Semester
Winter

Description
Chapter 7: Training and Development Introduction • Performance Management: is the process of setting performance goals, and designing interventions (i.e training) to ensure that employees have the skills, knowledge and attitudes required to reach those goals and improve their performance; is a continuous process • Organizations need to help employees to continue to develop their skills and improve their performance in order to maintain their competitive advantage • Training: refers to the formal and planned efforts enacted by the organization to help employees acquire knowledge, skills and abilities required to improve their performance in their jobs; short term • Development: represents the organizations efforts to help employees gain the SKAs required to perform future job responsibilities; long term Organizational benefits include: • Investing in improving and sustaining their competitive advantage • Increases organizational effectiveness and performance, facilitates the achievement of organizational strategy and improves employee recruitment and retention Strategy • Investing in training and development ensures that organizations can obtain and maintain competitive advantage - allows organizations to achieve their business goals and objectives Effectiveness and Performance • Trained employees are likely to be more productive, make fewer errors and require less supervision • Trained employees also tend to produce higher quality products and provide better service - more innovative and work well in teams Employee Recruitment and Retention • Investing in training and development allows organizations to retain employees by ensuring that their skills are up to date and to even re-train them should new technological advances affect the way that employees perform their jobs • Attracts employees who value career growth and development – younger employees look at jobs as more than financial rewards, but an extension of their learning and education – gets skills to be up- to-date and to re-train them with technological advances Benefits to Employees • 2 categories of training and development benefits to employees are: – Intrinsic Benefits: well trained employees perform their jobs better – has a positive effect on employee’s self-confidence and motivation, employees feel more useful and seek out more opportunities within the organization ◦ Extrinsic Benefits: Training and development enables employees to pursue more challenging jobs and achieve career advancement– improved skills, knowledge and abilities get higher paying positions, greater employment security and more marketability Benefits to Society • Help create more skilled and educated population, higher standards of living • More organizations today are helping their employees obtain university degrees, graduate level education (MBAs) technical certification courses and language training The Instructional System Design Model of Training and Development • Instructional System Design: is a scientific process that consists of three major steps: needs analysis, design and delivery, and evaluation Needs Analysis • Involves analyzing any gaps or deficiencies in and organizations performance • Uncovering what these deficiencies are is referred to as Needs Analysis • When an organization fails to produce the expected results, a gap between actual performance and expected/ desired performance is believed to exist The Needs Analysis Process Step 1: Identify the concern • Performance deficiencies can originate slowly and their effects only apparent over a period of time • At other times, an organization may experience a more abrupt shift such as an increase in product defects after adopting a new technology Step 2: Importance • Some problems may not be central to the organization’s performance and the costs of trying to remedy them may exceed benefits Step 3: Consult Stakeholders • Reaching out to stakeholders who have a vested interest in the organizations performance • Employees should be consulted to review their performance and get their opinions Step 4: Collect the Data • Most extensive stage in the needs analysis process and involves documenting the concern through the collection of data and three levels of analysis: 1. Organizational analysis: involves studying the entire organization: its strategy, environment, resources and context ▪ An organization’s strategy consists of its overall mission and objective ▪ Organizations are embedded within a dynamic and sometimes uncertain environment. New technologies, competitors and the overall market are part of an organization’s environment ▪ Also another important component is determining what resources are available. It helps the organization determine whether investing in training is justified when compared to the losses inc
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