Textbook Notes (378,539)
CA (167,157)
UTSG (10,973)
Rotman Commerce (1,015)
RSM100Y1 (431)
Yu Wang (8)
Chapter 7

Chapter 7 notes (book + slides)

6 Pages
75 Views

Department
Rotman Commerce
Course Code
RSM100Y1
Professor
Yu Wang

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Chapter 7: TRAINING AND DEVELOPMENT
Training an organizations planned efforts to help employees acquire job related
competencies with the goal of applying these to the job
Employee Development combination of :
oformal education
ojob experiences
orelationships
oassessment of personality & competencies
to help employees prepare for their future careers.
Instructional Design Process of systematically developing training to meet specified
needs
TO TRAIN OR NOT TO TRAIN????
high
EMPLOYEE
ATTITUDE/
MOTIVATION
llow
high
JOB KNOWLEDGE
THE SYSTEMS APPROACH TO TRAINING AND DEVELOPMENT:
I ) NEEDS ASSESSMENT: Evaluating organization, individual employees, employee’s
tasks to determine what kind of training may be necessary.
Problem: Lack of knowledge &
Skills
training!!!!!!
Problem: Systematic
problem is out of control of the
employee
Problem: Bad Fit
improper placement of
employee
Problem: Low Motivation
assess personal consequences
rewards system
www.notesolution.com
a)Organization Analysis looks at training needs in light of the organizations
strategy, resources, management support for training.
b) Person Analysis identify knowledge/skill training needs
c)Task Analysis understanding shortcomings in performance usually also
requires knowledge about the task
d)Trainee Readiness and Motivation
oEmployee characteristics
oPositive work environment
II) PLANNING & DESIGNING THE TRAINING PROGRAM:
a) Objectives
oStatement of what employee is expected to do
oStatement of the quality/level of performance which is acceptable
oStatement of the conditions under which trainee is expected to apply what
he or she learnt
b) Nature of training program
-Classroom instruction most widely used
oAdvantages: actively engages learner, cost effective
-Audiovisual Training (independent studying)
oAdvantages: not require that trainee attend class
Videos can show info that cannot easily be presented in
class
Consistent presentation, not affected by prof’s
characteristics
-Computer Based interactive, e-learning
oAdvantages: less expensive
Interactive : submit questions, etc
Flexibility in scheduling training
Easier to customize
-On the job Training (OJT)
oApprenticeship: work study training through combo of OJT and technical
training
oInternship: component of academic program
oCo-ops: incorporates paid work experience as internal part of academic
studies
-Simulations
oAdvantages:
real life situations: trainees make decisions resulting in outcomes
which mirror what would happen on the job
see impact of their decisions in a risk free environment
excellent training method
www.notesolution.com

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Description
Chapter 7: TRAINING AND DEVELOPMENT Training an organizations planned efforts to help employees acquire job related competencies with the goal of applying these to the job Employee Development combination of : o formal education o job experiences o relationships o assessment of personality & competencies to help employees prepare for their future careers. Instructional Design Process of systematically developing training to meet specified needs TO TRAIN OR NOT TO TRAIN???? Problem: Lack of knowledge & Problem: Systematic Skills problem is out of control of the training!!!!!! employee Problem: Bad Fit Problem: Low Motivation improper placement of assess personal consequences employee rewards system high EMPLOYEE ATTITUDE MOTIVATION llow high JOB KNOWLEDGE THE SYSTEMS APPROACH TO TRAINING AND DEVELOPMENT: I ) NEEDS ASSESSMENT: Evaluating organization, individual employees, employees tasks to determine what kind of training may be necessary. www.notesolution.com
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