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• 7 Training employees

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• stages in training process

  • asses needs for training
  • ensure readiness for training
  • plan training program (objectives, trainers, methods)
  • implement training program (principls and transfer of learning)
  • evaluate results of training

• Planning the training program

  
  ·Establish effective training objectives
  oExpectations
  oQuality or level of acceptable performance
  oConditions under which the employee is to apply what he or she learned.
  oMeasurable performance standards.
  oResources needed to carry out desired performance or outcome.
  ·Who will provide the training, what topics, methods, how to evaluate?

• Implementing the training program: principles of learning

  
  ·training is linked to current job experiences
  ·change to demonstrate and practice what they have learned
  ·understand whether or not they are succeeding
  ·well-designed training helps people remember content
  ·appropriate reading level

•  Evaluation methods: Transfer of training

  Transfer of training: on-the-job use of knowledge, skills, and behaviors learned in training

• Evaluation methods: Training outcomes

  
  ·Information such as facts, techniques, and procedures that trainees can recall after training
  ·skills that trainees can demonstrate in test or on the job
  ·trainee and supervisor satisfaction with training program
  ·changes in attitude related to training content
  ·improvement in individual, group, or company performance

• Kirkpatrick model for evaluating: 

  effectiveness of training programs

• 8 Managing employees' performance

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• Performance management process

  • specify relevant aspects of performance
  • appraise performance
  • provide performance feedback (problem solving/feedback)

• methods for measuring performance

  ·Comparative method
  oSimple ranking
  oForce distribution
  ·Rating individual
  oattribute: graphic rating, mixed standard
  obehavior: critical inident, BARS, BOS
  ·Measuring result as a group
  oMBO & TQM

• Measuring performance: rating individuals attributes

  
  ·Graphic rating scale
  oRating scale for each trait, displays each trait
  ·Mixed-standard scale
  oSeveral statements describing each trait

• Measuring performance: rating individuals behaviors

  
  ·Critical incident method
  omanagers’ records of specific examples of either effective or ineffective behavior of an employee
  
  
  oemployee receive feedback about what they do well and poorly
  
  
  ·Behaviorally anchored rating scale (BARS)
  
  
  oRates behavior in terms of a scale showing specific statements of behavior that describes different levels of performance