山东工商学院HRM-Chapter-5.ppt

* 9) Planning Future Training Last step in the training process After taking all evaluated comments, trainers should modify the programs to keep good things and make suggested improvements Remember, even with the same topic for different trainees, trainers should address many parts of the training process again and consider new approaches. * A Training Lesson Plan Topic Summary of Key Points Training Objectives Duration of Each Activity in Each Session Training Contents Training Methods / Activities Break(s) Exercise to Warm Up Questions to test Understanding Conclusion * e.g. New Employee Orientation Time Topic Method Activity 9:00-9:30 AM Welcome Speech by GM Speech Talk hand shake 9:30-10:00 AM Intro to Company Background Slide Presentation Slide Show Video Tape 3:00-4:00 PM Fire Safety Talk Security Manager Fire Drill Equipment Cisco’s Employee Orientation * People connection and interaction– Employee Socialization Learning through interactive technology- touch screen, videos, and reading, etc. To be proud of Cisco Information about history, culture, fact and resources Retain employees- connecting new hires to Cisco * Training Development Training as a management skill / Training and developing your staff HRM Chapter 5 * Topics Why do we Need Training? What is Training Training Principles? A Systematic Approach to Training A Training Lesson Plan * Do Organizations Need Training The answer is “YES” However, we must know the purpose and functions of training before we can use it. * The Gap Concept Performance/Results Time Expected Curve Actual Curve Gap In training terms this means we need to develop programs to fill the Gap 1,000 Cars 800 Cars 200 Cars * Training Needs The reasons for not making the 1,000 cars: Not enough resources Poor machines Poor staff skills As training experts we must analyze the situation to determine if: Expected result too high Target achievable Is training the only way to make it happen Are there other factors. * Exerc