Mgt 315 Notes
Training lecture notes 10-24
Training – we recruited ppl assuming they had the necessary KSAOs, could be argued that we have already maximized these through recruitment, etc. so why continue training? If you did a good job recruiting/selecting these people.
Train for a variety of reasons. Planned effort to help employees with job-related knowledge, skills, behaviors to have these people apply the KSAOs they apply on the job. Why do this if you already selected based on KSAOs. Don’t see training provided/given to new hires only – give it to people already on job. Consider Apple stores. Somerset mall in troy zoo in the store, people need to be taught how to use ipad, iphone 4s. often times companies make companies and employees need to be trained on those specific changes. Some people expect to be developed. Join org don’t have the expectations to be there permanently. People expect to develop their skills as they stay with a particular company.
Pressure point – employee has hard time meeting standards. Wife had coworker who needed anger management training cuz he was beliggerint instead of firing him.
Training can also occur with people who have been on the job for quite some time.
Use instructional design process – don’t mean its rigid/flexible you have to go through this to get a sueccesful training program. It’s a guideline/rule of thumb what you would need to create a successful training program. Conduct needs assessment Answer 3 questions who needs training? What do they need training on? Social context surrounding trainging program that might facilitate it or impede it. Correspond to the person-analysis/task/org analysis respectively.
Organizational analysis – how do you create that support? Showing/ways you can show that training is actually effective, you are able to show that to people that say if you are able to do this training program effectively, you will need it to be successful.
Person analysis – could be a particular
Training – we recruited ppl assuming they had the necessary KSAOs, could be argued that we have already maximized these through recruitment, etc. so why continue training? If you did a good job recruiting/selecting these people.
Train for a variety of reasons. Planned effort to help employees with job-related knowledge, skills, behaviors to have these people apply the KSAOs they apply on the job. Why do this if you already selected based on KSAOs. Don’t see training provided/given to new hires only – give it to people already on job. Consider Apple stores. Somerset mall in troy zoo in the store, people need to be taught how to use ipad, iphone 4s. often times companies make companies and employees need to be trained on those specific changes. Some people expect to be developed. Join org don’t have the expectations to be there permanently. People expect to develop their skills as they stay with a particular company.
Pressure point – employee has hard time meeting standards. Wife had coworker who needed anger management training cuz he was beliggerint instead of firing him.
Training can also occur with people who have been on the job for quite some time.
Use instructional design process – don’t mean its rigid/flexible you have to go through this to get a sueccesful training program. It’s a guideline/rule of thumb what you would need to create a successful training program. Conduct needs assessment Answer 3 questions who needs training? What do they need training on? Social context surrounding trainging program that might facilitate it or impede it. Correspond to the person-analysis/task/org analysis respectively.
Organizational analysis – how do you create that support? Showing/ways you can show that training is actually effective, you are able to show that to people that say if you are able to do this training program effectively, you will need it to be successful.
Person analysis – could be a particular