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Employee Training&Development Chapter 7

论文作者:留学生论文论文属性:ppt登出时间:2010-04-23编辑:lixiaona点击率:2678

论文字数:4511论文编号:org201004231325213278语种:英语论文 English地区:美国价格:免费论文

附件:Chapter 07.ppt

关键词:Training EvaluationEmployee TrainingTraditional Training Methods

Chapter 7

Traditional Training Methods

Introduction
Training methods can be traditional or technology based
Effective training methods need to be based on a training design model

Effective training programs require:
needs assessment
a positive learning environment
transfer of training
Traditional Training Methods Categories
Presentation Methods
Methods in which trainees are passive recipients of information

This information may include:
facts or information
processes
problem-solving methods
Presentation methods include:
lectures
audio-visual techniques

Presentation Methods: Lecture (1 of 2)
Lecture involves the trainer communicating through spoken words what she wants the trainees to learn

The communication of learned www.51lunwen.orgcapabilities is primarily one-way – from the trainer to the audience
Presentation Methods: Lecture (2 of 2)
One of the least expensive, least time-consuming ways to present a large amount of information efficiently in an organized manner

Useful because it is easily employed with large groups of trainees
Variations of the Lecture Method
Presentation Methods:Audio-Visual Techniques
Audio-visual instruction includes:
overheads
slides
video
Hands-on Methods
Training methods that require the trainee to be actively involved in learning
Hands-on Methods: On-the-Job Training (1 of 2)
On-the-job training (OJT) – new or inexperienced employees learning through observing peers or managers performing the job and trying to imitate their behavior

OJT includes:
apprenticeships
self-directed learning programs
Hands-on Methods: On-the-Job Training (2 of 2)
OJT can be useful for:
training newly hired employees
upgrading experienced employees’ skills when new technology is introduced
cross-training employees within a department or work unit
orienting transferred or promoted employees to their new jobs
Effective OJT Programs (1 of 2)
Include
a policy statement that describes the purpose of OJT and emphasizes the company’s support for it

a clear specification of who is accountable for conducting OJT

a thorough review of OJT practices at other companies in similar industries
Effective OJT Programs Include: (2 of 2)
training of managers and peers in the principles of structured OJT

availability of lesson plans, checklists, procedure manuals, training manuals, learning contracts, and progress report forms for use by employees who conduct OJT

evaluation of employees’ levels of basic skills before OJT
OJT Programs: Self-Directed Learning
Employees take responsibility for all aspects of learning:
when it is conducted
who will be involved
Trainees
master predetermined training content at their own pace without an instructor
are available to evaluate learning or answer questions for the trainee
Self-Directed Learning (continued)
Advantages
Learn at own pace
Feedback about learning performance
Fewer trainers needed
Consistent materials
Multiple sites easier
Fits employee shifts and schedules
Steps to Develop Effective Self-Directed www.51lunwen.org Learning:
Conduct a job analysis to identify the tasks that must be covered
Write trainee-centered learning objectives directly related to the tasks
Develop the content for the learning package
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