Employee training and development 5th chapter 13

Increased Use of New Technologies for Training Delivery  The use of new technologies will increase for several reasons: serve customers and generate new business.. Increased Demand for

Chapter 13

Table13.1 - Future Trends That

Will Affect Training

Increased Use of New

Technologies for Training Delivery

 The use of new technologies will increase for several reasons:

serve customers and generate new business

desirable features of a learning environment

Increased Demand for Training for Virtual Work Arrangements

 Location, organization structure, and

employment relationships are not limiting factors in virtual work arrangements.

 Two training challenges:

methods that facilitate digital collaboration

Increased Emphasis on Speed in Design, Focus in Content, and Use of Multiple Delivery Methods

group of techniques that allows training

to be built more quickly.

 Two important principles in RID:

developed independent of each other

instruction can be reallocated as appropriate

Table 13.2 - Examples of RID

Strategies

Increased Emphasis on Capturing and Sharing Intellectual Capital

 Sharing knowledge and contributing to

intellectual capital will become more

common as collaborative social

networking technology and Web 2.0 tools make this simpler to implement.

 Trainers must be technologically literate.

Increased Use of True

Performance Support

as needed; involves collaboration and

nonlearning technologies; is integrated with knowledge management.

companies cannot have employees spend

hours on learning that is not directly relevant

to their current job demands

Increased Use of True

Performance Support (cont.)

 be presented with short learning episodes embedded in their work.

 be alerted when the learning episodes are needed.

 have direct connections to experts.

 be continuously connected online wirelessly.

 have simulations for guidance.

virtual classroom software and asynchronous tools

Figure 13.1- Functional Areas and Applications

of Real-Time Extended Business

Increased Emphasis on Performance Analysis and Learning for Business Enhancement

identifying performance gaps or

deficiencies and examining training as

one possible solution for the business

units.

 Training departments will need to:

improvement

systems

Increased Emphasis on Performance Analysis and Learning for Business Enhancement

(cont.)

development, and delivery that reduce costs and increase employees’ access to learning

 Training departments’ responsibilities will include a greater focus on systems that employees can use for information on an as-needed basis.

Increased Use of Training Partnerships

and Outsourcing Training

 Training departments will increase

partnerships with academic institutions to provide basic skills training and to

develop customized programs.

company that rents out access to

software for a specific application.

Table 13.3 - Skills for Future

Trainers

Training and Development From a Change Model Perspective

 For new training or development

practices to be successfully implemented:

change and agree with them

implement the change

employees in power positions support the

change

Figure 13.2 - A Change Model

Table 13.4 - Steps in a Change

Process

Methods to Determine Whether

current training practices

ensure that their training practices are the

Methods to Determine Whether

Change is Necessary (cont.)

 Benchmarking provides information about other companies’ practices.

 Process reengineering provides

information about the effectiveness and efficiency of training systems within the company.

Figure 13.3 - The Reengineering

Process

Key Issues in Implementing

Change

planned, systematic change process that uses behavioral science knowledge and techniques to improve companies’

effectiveness by improving relationships and increasing learning and problem-

solving capabilities.

Key Issues in Implementing

Change (cont.)

ensuring that new interventions such as training practices are accepted and used

by employees and managers.

 The change management process

involves:

Table 13.6 - Managers

Misconceptions about Training

Key Issues in Implementing

Change (cont.)

 Change interventions

Survey feedback - collecting information

about employees’ attitudes and perceptions using a survey, summarizing the results, and providing employees with feedback to

stimulate discussion, identify problems, and plan actions to solve problems

Process consultation - a consultant works

Key Issues in Implementing

Change (cont.)

Group interventions - involves employees

from different parts of the organization,

customers, and other stakeholders from

outside It brings together the participants in

an off-site setting to discuss problems and

opportunities or to plan change