Human Resource

- An organization's planned efforts to help employees acquire job-related knowledge, skills, abilities, and behaviors, with the goal of applying these on the job
- Training can benefit the organization when it is linked to organizational needs and motivates employees.
- Training may take place on the job or at remote locations. No matter what its form, training can benefit the organization when it is linked to organizational needs and when it motivates employees.

a process of systematically developing training to meet specified needs.

- An effective training program is designed to teach skills and behaviors that will help the organization achieve its goals.
- HR professionals approach training through instructional design.

It begins with an assessment of the needs for training—what the organization requires that its people learn. Next, the organization ensures that employees are ready for training in terms of their attitudes, motivation, basic skills, and work environment. The third step is to plan the training program, including the program's objectives, instructors, and methods. The organization then implements the program. Finally, evaluating the results of the training provides feedback for planning future training programs.

- A computer application that automates the administration, development, and delivery of training programs.
- LMS is used to carry out instructional design process more efficiently and effectively.
- Managers and employees can use the LMS to identify training needs and enroll in courses. The -
- LMS can make training programs more widely available and help companies reduce travel and other costs by providing online training.

Process of evaluating the organization, individual employees, and employees' tasks to determine what kinds of training, if any, are necessary.
Needs assessment answers three questions:
1. Organization - What is the context in which training will occur?
2. Person - Who needs training?
3. Task - What subjects should training cover?

- Process for determining appropriateness of training by evaluating characteristics of the organization.
- It looks at training needs in light of:
the organization's strategy,
resources available for training, and
Management's support for training activities.

Process of determining individuals' needs and readiness for training by answering three questions:
1. Do performance deficiencies result from a lack of knowledge, skill, or ability?
2. Who needs training?
3. Are these employees ready for training?

Process of identifying and analyzing tasks to be trained. To carry out task analysis, conditions to be considered include:
- Job's equipment and environment
- Time constraints
- Safety considerations
- Performance standards

Traffic school, diversity training, "charm school"

A combination of employee characteristics and positive work environment that permit training.
Necessary employee characteristics:
- Ability to learn subject matter
- Favorable attitudes toward training
- Motivation to learn
- A positive work environment encourages learning and avoids interfering with training, characterized by situational constraints and social support.

the limits on training's effectiveness that arise from the situation or the conditions within the organization. Constraints can include a lack of money for training, lack of time for training or practicing, and failure to provide proper tools and materials for learning or applying the lessons of training. Conversely, trainees are likely to apply what they learn if the organization gives them opportunities to use their new skills and if it rewards them for doing so.

refers to the ways the organization's people encourage training, including giving trainees praise and encouraging words, sharing information about participating in training programs, and expressing positive attitudes toward the organization's training programs. Support can also come from employees' peers. Readiness for training is greater in an organization where employees share knowledge, encourage one another to learn, and have a positive attitude about carrying the extra load when co-workers are attending classes.

Understand the content of the training.
Know how training relates to what you need employees to do.
In performance appraisals, evaluate employees on how they apply training to their jobs.
Support employees' use of training when they return to work.
Ensure that employees have the equipment and technology needed to use training.
Prior to training, discuss with employees how they plan to use training.
Recognize newly trained employees who use training content.
Give employees release time from their work to attend training.
Explain to employees why they have been asked to attend training.
Give employees feedback related to skills or behavior they are trying to develop.
If possible, be a trainer.

Planning begins with establishing objectives for the training program.
Based on those objectives, planner decides:
- Who will provide the training
- What topics the training will cover
- What training methods to use
- How to evaluate the training

Training objectives include a statement of:
1. Expectations
2. Quality or level of acceptable performance
3. Conditions under which the employee is to apply what he or she learned.
4. Measurable performance standards.
5. Resources needed to carry out desired performance or outcome.

A recent survey of U.S.-based corporations found that over half outsourced at least some of the instruction of training courses. Al-most half used contractors to operate or host a learning management system, and 45% used contractors to develop at least some of their custom content. In terms of spending, an average of 8% of companies' training budgets went to contractors. Training administration is typically the responsibility of a HR professional and includes coordinating the overall training pro- gram's activities before, during and after training sessions.

- Vendors may complete a request for proposal (RFP)
- Outlines the type of service needed, the type and number of references needed, the number of employees to be trained, the date by which the training is to be completed, and the date by which proposals should be received
- Training administration is done by a HR professional

Instructor-led classroom is the most popular

Mobile technology is useful for employees who travel and need to be in touch with the office.
iPods and tablet computers also give employees the ability to listen to and participate in training programs at their own leisure.

- E-learning:
involves receiving training via Internet or Intranet.
uses electronic networks for delivering and sharing information, offers tools, links and information for helping trainees improve performance.
- Electronic Performance Support Systems (EPSS)
provide access to skills training, information, and expert advice when a problem occurs on the job.
- The training is typically done through some combination of Web-based training modules, distance learning, and virtual classrooms. The E-learning system may also process enrollments, test and evaluate participants, and monitor progress.

Training methods in which a person with job experience and skill guides trainees in practicing job skills at the workplace

A work-study training method that teaches job skills through a combination of structured on-the-job training and classroom training

on-the-job learning sponsored by an educational institution as a component of an academic program.

- Training method that represents a real-life situation, with trainees making decisions resulting in outcomes that mirror what would occur on the job. Uses:
- Avatars
- Virtual reality
-Simulations enable trainees to see the impact of their decisions in an artificial, risk- free environment. They are used for teaching production and process skills as well as management and interpersonal skills. Other training methods involve full participation and engagement of participants. These are called experiential programs.

detailed descriptions of a situation that trainees study and discuss

require trainees to gather and analyze information and make decisions that influence the outcome.

An effective way to teach interpersonal skills
Includes role-playing with feedback

- Participants learn concepts and apply them by simulating behaviors involved and analyzing the activity and connecting it with real-life situations
- Adventure Learning
- A teamwork and leadership training program based on use of challenging, structured outdoor activities

One of the most important features of organizations today is teamwork. Experiential programs include team-building exercises like wall climbing and rafting to help build trust and cooperation among employees.

Coordinates the performance of individuals who work together to achieve a common goal.
- Cross training
- Coordination training
- Team leader training

Teams or work groups get an actual problem, work on solving it and commit to an action plan, and are accountable for carrying out the plan.

- Employees are most likely to learn when training is linked to their current job experiences and tasks.
- Employees need a chance to demonstrate and practice what they have learned.
- Trainees need to understand whether or not they are succeeding.
- Well-designed training helps people remember content.
- Written materials should have an appropriate reading level.

Level 1 - Reaction (Did you like the training?)
Level 2 - Learning (Did you learn the material?)
Level 3 - Performance (Can you do what you learned?)
Level 4 - Impact (Did the new skills help you perform?)
Level 5 ROI (Did the training have a positive financial impact on the business?)

You have just completed training all the managers in the company on how to effectively interview candidates and make good selection decisions.
- Your boss wants to know two things:
- How much did it cost to train them?
- How do we know it was effective?

- Training designed to prepare employees to:
perform their jobs effectively,
learn about their organization, and
establish work relationships.
- Objective is to familiarize new employees with the organization's rules, policies, and procedures.