Bài giảng QUản trị nguồn nhân lực part 5 eng

Select T&D Methods and Delivery SystemT&D Process cont 12.. Mentoring and Coaching• Development approaches emphasising one-to-one learning • Approach to advising, coaching, and nurturing

Human Resource Management

Session 5 TRAINING AND DEVELOPMENT

What are our Training Needs?

What do we want to accomplish through our

Training and Development efforts?

There should be a close link between the firm’s

strategic mission and the objectives of the

Training and Development Process

T&D Process (cont.)

Training provided anytime, anywhere in the world when it is needed

Just-in-time Training

Training and Development (T&D) Process (cont.)

External Environment Internal Environment

1 Determine Specific T&D

A systematic approach to addressing bona fide needs must be undertaken

Organizational analysis Task analysis

2 Establishing Specific Training and

3 Select T&D Methods and Delivery System

T&D Process (cont)

12 Computer based training

13 Virtual Reality Training

14 E-learning (Web-based)

15 On-the-Job Training

16 Job Rotation

17 Internships

2 Mentoring and Coaching

• Development approaches emphasising one-to-one learning

• Approach to advising, coaching, and nurturing,

for creating practical relationship to enhance

individual career, personal, and professional

growth and development

• Mentor may be located elsewhere in organization

or in another firm

• Relationship may be formal or informal

T&D Process (cont)

Reverse Mentoring

Process where the older employees learn from the younger ones.

6 Apprenticeship Training

• Combines classroom instruction with on-the-job training

• Traditionally used in craft jobs

• Apprentice earns less than

T&D Process (cont)

Devices or programs that are located away from the job site and replicate actual job demands

Example: training of airline pilots in a simulator

T&D Process (cont)

8 Simulation

T&D Process (cont)

10 In-Basket Training

Exercise in which participant is asked to establish priorities for and then handle a number of business papers or e-mail messages such as memoranda, reports, and telephone messages that would typically

cross a manager’s desk

T&D Process (cont)

11 Distance Learning and Video-Conferencing

T&D Process (cont)

 Many firms in the United States use

videoconferencing and satellite classrooms for

delivering T&D

 Interactive and offers flexibility and

spontaneity of traditional classroom

 Global firms, in particular, can benefit

 Increase access to training, ensure consistency of

12 Computer Based Training

• A teaching method that takes advantage of the speed, memory, and data manipulation capabilities

of the computer for greater flexibility of instruction

• DVDs, videotapes, and film clips continue to be popular training delivery systems

• Especially appealing to small businesses

T&D Process (cont)

14 E-Learning (Web-based Training)

online instruction

• Delivery system for online

instruction

in the world, and in different

T&D Process (cont)

15 On-the-Job Training

• Informal T&D method that permits an

employee to learn job tasks by actually

performing them

• Most commonly used T&D method

• No problem transferring what has been learned

to the task

T&D Process (cont)

16 Job Rotation

• Employees move from one job to another to broaden experience

• Helps new employees understand variety of jobs

T&D Process (cont)

T&D Delivery Systems

1 Corporate Universities

• T&D delivery system provided under the umbrella of the organization

• Focus on creating organizational change

• Proactive and strategic

• Growth attributed to universities’ flexibility

• Estimated 2,000 in U.S

Many US organisations have their own university – General Motors, Disney,

4 Online Higher Education

• Educational opportunities including

degree and training programs delivered

either entirely or partially, via the

Internet

• Allows employees to attend class at

lunchtime, during day or in evening

• Reduces commute to school

Evaluating Training and Development

3 Behavioral Change

• Tests may accurately indicate what trainees

learn

• May give little insight into whether

participants to changed their behavior

• Best demonstration of value: When learning

translates into lasting behavioral change

Evaluating Training and Development

Career Planning and Development

• Career

A general course that a person chooses to pursue

throughout his or her working life

• Career Planning

An on-going process whereby an individual sets

career goals and identifies the means to achieve

them

• Organisational Career Plan

The planned succession of jobs worked out by the

firm to develop its employees

Survey Feedback Steps

• Members of organization involved in planning survey

• All members of organizational unit participate

Quality Circles

• Groups of employees who

voluntarily meet regularly with supervisors to discuss

Team Building

• Conscious effort to develop

effective workgroups

• Uses self-directed teams

• Small group of employees

responsible for entire work

process

• Members work together to

improve their operation