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1、Training1,The nature of training2,Strategic training3,training needs assessment4,Training design5,Training delivery6,Evaluation of trainingtrainingThe nature of training P272lDefinition lThe context of traininglTraining and performance consultinglIntegrating training responsibilitiesDefinition: lTra
2、ining: a process whereby people acquire capabilities to aid in the achievement of organizational goals The context of training lOrganizational competitiveness and traininglTraining as a revenue sourcelIntegration of job performance, training, and learningOrganizational competitiveness and traininglM
3、aintaining and updating employees capabilities and equipping them with the KSAs needed to compete eficiently.lFacilitating the retention of employeesTraining as a revenue sourceCan training only be seen as an expenditure ?Training as a revenue sourceNo! Costs verse benefits成本：l培训人员的薪水l培训用材料l培训与被培训者的
4、生活开支l辅助设备的费用l交通费l被培训者的薪水l减少的产量（机会成本）收益：产量的提高错误的减少资金周转率的降低必须的监督的减少进步的能力的提高新的技能的增加观念的转变Training as a revenue sourcelSome firms bundle training as part of sales packages of products and services for customersCustomer satisfaction and loyalty increasedCustomer retention and enhance future sales revenues
5、Integration of job performance, training, and learninglLinkage between training and job performance is vital-air line undergo regular safety traininglSeeking more authentic training experience ,using real business problem-GE management trainingTraining and performance consulting(培训与绩效评估培训与绩效评估)P274P
6、erformance consulting definition: a process in which a trainer (internal or external) and the organizational client work together to boost workplace performance in support of business goals Performance consulting Actual organizational resultsDesired organizational resultsDesired employee performance
7、Actual employee performancePerformance consulting needs analysis Non-training actions Training actionsIntegrating training responsibilities(培培训责任的分工训责任的分工) P275HR staffs or trainers Operating managersBolster both individual employee and organizational performance培训搭档关系Integrating training responsibi
8、lities(培培训责任的分工训责任的分工) P275HR units；lPrepares skill-training materialslCoordinates training effortslConducts or arranges for off-the-job training（脱产培训）lCoordinates career plans and employee development effortslProvides input and expertise for organizational developmentsIntegrating training responsib
9、ilities(培培训责任的分工训责任的分工) P275Managers:lProvide technical informationlMonitor training needs lConduct and monitor continuing on-the-job traininglContinually discuss employees growth and future potentiallParticipate in organizational change effortsStrategic training(战略培训战略培训)P276 Focus on efforts that
10、develop competencies, value and competitive advantages for the organization.Strategic training(战略培训战略培训)Training is strategic when it:1, develops essential worker capabilities 2, encourages adaptability to change 3, promotes ongoing learning in the organization4, creates and disseminates new knowled
11、ge throughout the organization5, facilitate communication and focus Linking business and training strategiesStrategic trainingBusiness strategiesTraining strategies and activitiesCustomer service quality Customer service training Distinctiveness &uniquenessLatest ad &marketing ideasDeveloping a stra
12、tegic training planlStrategize(制定策略)lPlan（计划）-明确培训目标和预期成果，量化目标lOrganize（组织）lJustify（检验）TrainingProcess Training process(P278)Assessment估测Design设计Delivery执行 Evaluation 评估Assessment:Analyze training needs（确定培训需要）Identify training objective and criteria（确定培训目标）Design:Pretest trainees（测试受训者）Select train
13、ing methods （挑选培训方法）Plan training content（安排培训内容）Delivery Schedule training Conduct trainingMonitor trainingEvaluation:Measure training outcomes（量化培训结果）Compare outcomes to objectives/ criteria（将培训结果与标准相比较）Training needs assessment P279估测阶段Sources used for training assessment: P279企业范围内的资料企业范围内的资料不满情
14、绪，观察，辞职会见，废物不满情绪，观察，辞职会见，废物/废料，废料， 事故，抱怨，培训观察，装备使用数据事故，抱怨，培训观察，装备使用数据任务分析的资料任务分析的资料工作要求雇员知识，技能，能力工作要求雇员知识，技能，能力工作种类要求工作具体细节工作种类要求工作具体细节雇员个人资料雇员个人资料测试，记录，估测中心，问卷，绩效评价，态度调查测试，记录，估测中心，问卷，绩效评价，态度调查Needs Assessment（培训需要估测）lProcess of evaluating the organization, individual employee, and employees tasks t
15、o determine what kinds of training, if any, are necessary lConditions that prompt a needs assessment:Some employees lack basic skills or are performing poorlyNew products, technology, or jobs are plannedOutside forces e.g. customer requests or legal requirementslOutcome of needs assessment:Decisions
16、 about how to address the issues that prompted the needs assessment.Needs AssessmentlUsual first steplEvaluates characteristics of organization to determine appropriateness of traininglConsiders organizations strategy, resources, and management supportNeeds AssessmentlIdentifies the tasks and competencies that training should emphasizelLooks at conditions:Job environmentDeadlinesPerformance standardsNeeds AssessmentlDetermines if performance issues result from competency gapslDetermines who need
