Date post: | 07-Apr-2018 |
Category: |
Documents |
Upload: | umer-ehsan |
View: | 217 times |
Download: | 0 times |
of 22
8/4/2019 Taining and Develop Em En the Work Force
1/22
Training andDeveloping the WorkForce
8/4/2019 Taining and Develop Em En the Work Force
2/22
Training
The process of providing
employees with specific skills orhelping them correct deficiencies
in their performance.
8/4/2019 Taining and Develop Em En the Work Force
3/22
Development
An effort to provide employees
with the abilities the
organization will need in the
future.
8/4/2019 Taining and Develop Em En the Work Force
4/22
Training versus
Development
FocusScope
Time Frame
Goal
Training Development
Current jobIndividual employees
Immediate
Fix current skill deficit
Current and future jobsWork group/organization
Long term
Prepare for future work
demands
8/4/2019 Taining and Develop Em En the Work Force
5/22
Challenges in Training
Is training the solution to the problem?
Are the goals of training clear andrealistic?
Is training a good investment?
Will the training work?
8/4/2019 Taining and Develop Em En the Work Force
6/22
The Training Process
Needs Assessment PhaseOrganization NeedsTask Needs
Person Needs
Development and Conduct
of TrainingLocation
PresentationType
Evaluation
8/4/2019 Taining and Develop Em En the Work Force
7/22
Guidelines for Using On-the-Job Training
Managers Should Select OJT When: Participatory learning is essential.
One-on-one training is necessary. Five or fewer employees need training. Taking employees out of the work environment for training is not
cost-effective. Classroom instruction is not appropriate. Equipment and safety restrictions make other training methods
ineffective. Frequent changes in standard operation procedures allow
minimal time for retraining. Work in progress cannot be interrupted. The task for which the training is designed is infrequently
performed. Immediate changes are necessary to meet new safety
requirements.
8/4/2019 Taining and Develop Em En the Work Force
8/22
Guidelines for Using On-the-Job Training (cont.)
Managers Should Select OJT When: A defined proficiency level or an individual performance
test is required for certification or qualification.
What OJT Should Cover: Large or secured equipment.
Delicate or calibrated instruments.
Tools and equipment components of a complex
system. Delicate or dangerous procedures.
Classified information retained in a secured area.
8/4/2019 Taining and Develop Em En the Work Force
9/22
Sources of CustomerDissatisfaction with IBM
Telephone Service
Calls NotReturned24.1%
Getting toKnowledgeablePerson orBackup44%
Voice Systemsand MessageExpectations18.1%
OperatorAssistance6.7%
ExcessiveRings 4.3%
TelephoneTag2.4%
8/4/2019 Taining and Develop Em En the Work Force
10/22
IBM Senior Vice PresidentsMemo to All Managers
INTEROFFICE MEMO
Overall, the rating of our telephone
service by customers and internal
users is poor. Together, we are
going to fix this problem, and fix
it fast.
8/4/2019 Taining and Develop Em En the Work Force
11/22
8/4/2019 Taining and Develop Em En the Work Force
12/22
Career Development
An ongoing and formalized
effort that focuses ondeveloping enriched and more
capable workers.
8/4/2019 Taining and Develop Em En the Work Force
13/22
Career Development System: LinkingOrganizational Needs with Individual
Career Needs
What are the organizations
major strategic issues over
the next two to three years? What are the most critical
needs and challenges thatthe organization will face
over the next 2 - 3 years? What critical skills, know-
ledge, and experience
will be needed to meet
these challenges? What staffing levels will
be required? Does the organization have
the strength necessary to
meet the critical challenges?
Organizational Needs
How do I find career
opportunities within the
organization that: Use my strengths
Address mydevelopmental needs
Provide challenges Match my interests Match my values Match my personal style
Individual Career Needs
Are employees developing
themselves in a way that
links personal effective-
ness and satisfaction
with the achievement of
the organizationsstrategic objectives?
Issue:
8/4/2019 Taining and Develop Em En the Work Force
14/22
The Career Development
Process
Assessment
Phase
Direction
Phase
DevelopmentPhase
8/4/2019 Taining and Develop Em En the Work Force
15/22
The Assessment Phase ofCareer Development
Self-Assessmentx Self-assessment is increasingly important for companies that want
to empower their employees to take control of their careers
x Whether done through workbooks or workshops, self-assessmentusually involves doing skills assessment exercises, completing aninterests inventory, and clarifying values.
Organizational Assessmentx Some of the tools traditionally used by organizations in selection
are also valuable for career development. Among these are: Assessment centers
Psychological testing
Performance appraisal
Promotability forecasts
Succession planning
8/4/2019 Taining and Develop Em En the Work Force
16/22
Common Assessment
ToolsSelf-Assessment Organizational Assessment
Career workbooks
Career-planning workshops
Assessment centers
Psychological testing
Performance appraisal
Promotability forecasts
Succession planning
8/4/2019 Taining and Develop Em En the Work Force
17/22
Sample Skills AssessmentExerciseUse the scales below to rate yourself on each of the following skills.
Rate each skill area both for your level of proficiency and for yourpreference.
Proficiency: 1Stilllearning
2OK
competent
3Proficient
Preference: 1Dont like touse thisskill
2OK
Dont particularlylike or dislike
3Really
enjoy usingthis skill
Skill Area Proficiency x Preference = Score1. Problem solving _______ _______ _______ 2. Team presentation _______ _______ _______
3. Leadership _______ _______ _______ 4. Inventory _______ _______ _______ 5. Negotiation _______ _______ _______ 6. Conflict management _______ _______ _______ 7. Scheduling _______ _______ _______ 8. Delegation _______ _______ _______ 9. Participative management_______ _______ _______ 10. Feedback _______ _______ _______
11. Planning _______ _______ _______ 12. Computer _______ _______ _______
8/4/2019 Taining and Develop Em En the Work Force
18/22
The Direction Phase ofCareer Development
Individual Career Counselingx This refers to one-on-one sessions with the goal of
helping employees examine their career aspirations.
Information Servicesx Information services provide career development
information to employees. Job-posting systems
Skills inventories
Career paths
Career resource center
8/4/2019 Taining and Develop Em En the Work Force
19/22
Career Path
A chart showing the possible
directions and career
opportunities available in an
organization; it presents the
steps in a possible career and aplausible timetable for
accomplishing them.
8/4/2019 Taining and Develop Em En the Work Force
20/22
Alternative Career Paths for a
Hotel Employee
Bus-
person
Waiter/
Waitress
Pantry
Worker
Pastry
Cook
Sauce
Cook
Short-
OrderCook
Sous-
Chef
Host/
HostessStore-
room
Clerk
Assistant
Steward
Liquor
Store-
room
Steward
Beverage
Manager
Asst.
Banquet
Manager
Banquet
Manager
8/4/2019 Taining and Develop Em En the Work Force
21/22
The Development Phase ofCareer Development
Mentoringx Mentoring relationships generally involve advising, role modeling,
sharing contacts, and giving general support.
Coachingx Employee coaching consists of ongoing, sometimes spontaneous,
meetings between manages and their employees to discuss theemployees career goals and development.
Job Rotation
x Job rotation involves assigning employees to various jobs so thatthey acquire a wider base of skills.
Tuition Assistance Programsx Organizations offer tuition assistance programs to support their
employees education and development.
8/4/2019 Taining and Develop Em En the Work Force
22/22
Advancement
Suggestions Remember that performance in yourfunction is important, but interpersonalperformance is critical
Set the right values and priorities.
Provide solutions, not problems.
Be a team player.
Be customer oriented.
Act as if what youre doing makes adifference.