Training in Human Resource Management
Professor Marler- Mgt 514
Spring 2012 Mgt 514-Prof Marler
Agenda
Definition of training Case :Leading Change at Simmons Is training a good investment?
◦ Training evalution ◦ General vs Specific Training
How to design an effective training program
“HR Model and Training”
Training is a big business
How much do you think organizations with 100+ employees spend on training annually?
◦ $60 billion
Is it worth it? How much of that do you think gets used on the job?
◦ Of this only $6 billion result in transfer
1
Professor Marler- Mgt 514
Spring 2012 Mgt 514-Prof Marler
Training
A planned effort by a company to facilitate employees learning of knowledge, skills, and behaviors that are critical for successful job performance. Different from DEVELOPMENT
© 2001 by Prentice Hall
What is Learning?
Learning is defined as a relatively permanent change in knowledge, behavior or attitude.
◦ Knowledge(Know) acquisition of conceptual information, facts, understanding how and why
◦ Behavioral (DO) competence with procedures, operations, methods, techniques..skills
◦ Attitude (Feel) formation of feelings, preferences, evaluation of an object
2
Professor Marler- Mgt 514
Spring 2012 Mgt 514-Prof Marler
Leading Change at Simmons
◦ What is Eitel attempting to accomplish with the Great Game of Life program? How is it supposed to help Simmons or other companies? ◦ Should Simmons roll out the GGOL program? If so, how, and how would you justify the $7.2 million investment to the NY investors? ◦ Is the GGOL “specific” or “general” training? Why would this make a difference ?
Simmons
Can training solve Simmon’s financial problems? Is the GCOL a good investment? How would Eitel know? How would the company’s owners know?
Is Training a Good Investment?
Training Evaluation
◦ 4 Types
Human capital theory
◦ When PV of Benefits >= Training Costs
3
Professor Marler- Mgt 514
Spring 2012 Mgt 514-Prof Marler
Agenda
Definition of training Case :Leading Change at Simmons Is training a good investment?
◦ Training evalution ◦ General vs Specific Training
How to design an effective training program
“HR Model and Training”
Training is a big business
How much do you think organizations with 100+ employees spend on training annually?
◦ $60 billion
Is it worth it? How much of that do you think gets used on the job?
◦ Of this only $6 billion result in transfer
1
Professor Marler- Mgt 514
Spring 2012 Mgt 514-Prof Marler
Training
A planned effort by a company to facilitate employees learning of knowledge, skills, and behaviors that are critical for successful job performance. Different from DEVELOPMENT
© 2001 by Prentice Hall
What is Learning?
Learning is defined as a relatively permanent change in knowledge, behavior or attitude.
◦ Knowledge(Know) acquisition of conceptual information, facts, understanding how and why
◦ Behavioral (DO) competence with procedures, operations, methods, techniques..skills
◦ Attitude (Feel) formation of feelings, preferences, evaluation of an object
2
Professor Marler- Mgt 514
Spring 2012 Mgt 514-Prof Marler
Leading Change at Simmons
◦ What is Eitel attempting to accomplish with the Great Game of Life program? How is it supposed to help Simmons or other companies? ◦ Should Simmons roll out the GGOL program? If so, how, and how would you justify the $7.2 million investment to the NY investors? ◦ Is the GGOL “specific” or “general” training? Why would this make a difference ?
Simmons
Can training solve Simmon’s financial problems? Is the GCOL a good investment? How would Eitel know? How would the company’s owners know?
Is Training a Good Investment?
Training Evaluation
◦ 4 Types
Human capital theory
◦ When PV of Benefits >= Training Costs
3
Professor Marler- Mgt 514