Chapter 7 - Training

Chapter 7 - Training

1. Continuous Learning

   • a learning system that requires employees to understand the entire work system; they are expected to acquire new skills, apply them on the job, & share what they have learned with other employees
     • key features

2. Training

   • a planned effort by a company to facilitate employees’ learning of job-related competencies, knowledge, skills, & behaviors
     • goal
       • for employees to master the knowledge, skills, & behaviors emphasized in training & apply them to their day-to-day activities

3. Formal Training

   • training & development programs, courses, & events that are developed & organized by the company.
     • Explicit knowledge
       • well documented, easily articulated, easily transferred from person to person

4. Informal Learning

   • learning that is learner initiated, involves action & doing, is motivated by an intent to develop, & does not occur in a formal learning setting
     • Tacit knowledge
       • personal knowledge based on individual experiences that make it difficult to codify
   • occur without an instructor
   • breadth, depth, timing are controlled by the employee

5. Human Capital

   • knowledge (know what)
   • advanced skills (know how)
   • system understanding & creativity (know why)
   • motivation to deliver high-quality products & services (care why)

6. Knowledge Management

   • process of enhancing company performance by designing & implementing tools, processes, systems, structures, cultures to improve the creation, sharing, & use of knowledge

7. Designing Effective Formal Training Activities

   • Training design process
     • a systematic approach for developing training programs
       • 2 types
         • Instructional System Design (ISD)
         • ADDIE model
           • (analysis, design, development, implementation, evaluation)
       • 6 stages
         • Stage 1: Needs Assessment
           • 3 analyses
             • Organizational analysis
               • support of managers & peers
               • company strategy
               • training resources
             • Person analysis
               • whether performance deficiencies result from a lack of KSAOs
               • who needs training
               • employees' readiness
             • Task analysis
         • Stage 2: Ensuring Employees' Readiness for Training
         • Stage 3: Creating a Learning Environment
         • Stage 4: Ensuring Transfer of Training
         • Step 5: Selecting Training Methods
           • presentation methods
             • instructor-led classroom instruction
             • distance learning (teleconferencing, webcasting)
             • audiovisual training
           • hands-on methods
             • on-the-job training (OJT)
             • stimulations
             • games & case studies
             • behavior modeling
             • e-learning
             • blended learning
             • learning management systems (LMS)
           • group- or team-building methods
             • experiential programs
             • team training
               • cross-training
               • coordination training
             • action learning
         • Step 6: Evaluating Training Programs
           • evaluation designs

8. Cross-Cultural Preparation

   • 5 steps
     • competent in their areas of expertise
     • flexible, tolerant of ambiguity, and sensitive to cultural differences
     • able to communicate verbally and nonverbally in the host country
     • motivated to succeed; able to enjoy the challenge of working in other countries; willing to learn about the host country’s culture, language, and customs
     • supported by their families
   • expatriate
     • employee works in a country other than his or her country of origin
   • 3 phases
     • predeparture phase
     • on-site phase
     • repatriation phase

9. Managing Workforce Diversity & Inclusion

   • creating an environment that allows all employees to contribute to organizational goals and experience personal growth
   • key components of effective diversity management programs

10. Onboarding / Socialization

    • helping new hires adjust to social & performance aspects of their new jobs
    • 4 steps

Imagens e arquivos do mapa