Human Resource Development Chapter 10

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Effective Training: Systems,Strategies, and Practices, 4thEdition

Chapter Ten

Key Areas of Organizational TrainingP. Nick Blanchard and James W. Thacker

Copyright 2010 Pearson Education, Inc. publishing as Prentice Hall 10-1


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Positive Outcomes Possible from an

Effective Orientation

Part 1 of 3Reduce anxiety A better understanding of expectations and

formalized meeting of coworkers results in

the new employee not feeling the higher

level of anxiety associated with the first fewdays on the job.

Reduce role ambiguity A structured opportunity to determine what is

required on the job and a comfortable feeling

about approaching the supervisor and co-

workers to ask questions about the job

provides more opportunity to clear up any

misunderstandings about job requirements.

Reduce turnover Substantial evidence indicates that effective

orientations reduce turnover.



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Part 2 of 3

Improved job performance A better understanding of job requirements and

the willingness to ask for assistance results in

fewer errors and the ability to get up to top

production levels sooner, all of which

translates to improved performance.

Higher level of

commitment

Evidence suggests those who receive effective

orientations are more committed, more

involved in their job, and more likely to take

on the values of the organization.



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Part 3 of 3

More

effective/efficient

organization

The organization with more employees achieving

optimal performance quicker, operating at a higher

level of performance, showing a clearer understandingof their responsibilities, staying with the organization

for a longer time, and being more committed to the

values and objectives of the organization is definitely

going to be more efficient, effective, and valuable to its

shareholders.



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Advantages of an Effective Diverse

Workforce

Part 1 of 4

Larger Applicant Pool An effective and diverse workforce that is wellmaintained will contribute to a good

reputation, and more individuals will want to

join the organization. It will mean morepeople will apply for jobs, thus giving the

organization a better likelihood of selecting

employees. This will translate into a more

effective workforce.



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Advantages of an EffectiveDiverse

Workforce

Part 2 of 4

An effective diverse workforce will result in fewer

turnovers which will translate into less rehiring due

to quits.

Also, the tension created in organizations that do

not deal with diversity will not be present and the

outcomes of such tension (lower productivity,

absenteeism, fighting, refusing to cooperate on

projects, etc.) will not be present.

Those organizations with effective diverse

workforces will not incur the costs associated with

paying for legal representation and settling

lawsuits for discrimination.

Reduced Costs



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Workforce

Part 3 of 4Access to More

Markets

The North American population is more diverse. The

more your organization reflects the diversity, the

more likely a diverse customer base will be

cultivated. Minorities and females will be

attracted to an organization that employs a

diverse employee workforce.

As we become an international community with more

international business, those organizations

whose employees that understand the cultures ofthese international markets will do better.



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Workforce

Part 4 of 4

Creative Problem

Solving

The more diverse the group, the more diverse the

ideas that are generated. Employees with

different backgrounds are more likely to see

issues from very different perspectives,resulting in more creative ideas (other things

being equal), which can result in better

products and service.



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Agenda for Assuring DiversityRemains an Important Part of the

Organization

Part 1 of 2

Develop diversity refresher training and implement throughout the plant.

Cover holidays that deal with diversity and publish throughout the plant.

Create a Diversity Council and maintain its image by sharing what it does

throughout the plant.

Write articles about diversity in the plant newsletter.

Set up a booth on diversity at the company picnic.

Invite non-member managers to diversity council meetings.



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Agenda for Assuring DiversityRemains an Important Part of the

Organization

Part 2 of 2

Ask plant manager, on a monthly basis, to share information on what is

going on in the way of diversity issues within their department.

Establish a mentoring program to provide employees with a source for help.

Continue to addresses the guidelines supervisors need to be aware of when

appraising and making training and development decisions.

Address, in a timely manner, any concerns regarding diversity and report

back to person affected.

Monitor the effect of diversity efforts, praise successes, and investigate the

failures.



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Effective Strategies for Dealing with

Sexual Harassment

Part 1 of 3Set an example at the

top

Get their verbal support for training, and

their support through behavior at the

office.

Provide training Everyone needs to know what is acceptableand what is not, which can be provided in

information sessions. Also examples and

role-plays are useful to make clear what is

not appropriate.

Check forunderstanding

Labor lawyers strongly recommend a writtenexam to determine (and demonstrate in

the case of suit) whether everyone

understood the information provided. This

indicates the importance of evaluation

training at the learning level.



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Sexual Harassment

Part 2 of 3

Provide refresher

training

The executives in the study suggested

refreshers once a year to keep

everyone sensitized to the topic and

current on the issues.

Investigate complaints

quickly

Be sure an adequate complaint procedure

is in place that does not involve a

persons supervisor. Often it is the

supervisor who is the problem. Also,respond quickly to not only determine

the merits of the case but also to

immediately stop any inappropriate

behavior.



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Sexual Harassment

Part 3 of 3Keep information

confidential

Only those directly involved should know about the

investigation. You do not want people being

intimidated because they filed a complaint. You

may also want to remove the person from thework place during the complaint (with pay) just to

demonstrate you take all such complaints

seriously.

Provide equal

and effectivepunishment

Guidelines regarding sexual harassment should be

clear and penalties for violation severe. Thosewho violate the guidelines need to be dealt with no

matter who they are in the organization. It must

be clear that no one is free to take such liberties

with any employee.



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What Experts Suggest is Necessaryto Include in a Sexual Harassment

PolicyAccording to attorneys and experts a sexual harassment policy

protects your organization if it:

States the organization has a strong opposition to sexual harassment

Explains what it is with examples employees will find relevant to their jobs

Establishes a clear procedure for reporting harassment that does not limit thereporting to a supervisor in their department or in Human Resources. Thereshould be a committee of employees that has representatives from all levelsof the organization, so an employee can talk to a peer if that is what makesthem comfortable. Have a hotline dedicated to such reporting.

Warns potential perpetrators that violations could be punished by disciplinethat could include dismissal, no matter what level in the organization theyare.

Pledges that investigations will be conducted promptly and there will be no

retaliation for reporting such issues.



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Tips for Improving Self Efficacy ofThose Requiring Literacy Training

Assure trainees that they are being asked to upgrade because of their

KSAs because of their importance to the company.

Do not call it literacy training or basic skills training, as both can sound

demeaning. Use a positive name that stresses job training.

Make participation rewarding, not punishing. Pay them for the time, or

conduct it on company time.

Talk about improving reading rather than learning how to read.

Indicate that the problem is widespread and that many similar employeeshave successfully completed the training.

Provide early successes so trainee can see they are able to do it.

Use company-related examples to ensure the literacy training is not onlymeaningful, and therefore easier to learn, but also useful right away.



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Components of a Learning Organization

Part 1 of 4

Personal mastery This involves the continual clarification

and deepening of our personal vision.

it connects personal learning with

organizational learning.

Mental models These are the deeply ingrained

assumptions and generalizations that

influence how we understand the

world. Until these are brought to the

surface, little learning takes place

that does not conform to these

models.



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Part 2 of 4

Building a shared vision This sets up a creative tension thatpulls individuals visions into acommon future that all employeesdesire, thus galvanizing a grouptoward goals accomplishment.

Team learning Teams are the learning blocks of theorganization; if the team does notlearn, the organization does not learn.

Systems learning This framework enables anunderstanding of interrelationshipsrather than simply seeing thingsthat are related.



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Part 3 of 4Systematic problem solving This is a reliance on the scientific

method rather than on guesses or

hunches. Data, rather than

assumptions, are used for decision

making. People are skilled in the useof basic statistical techniques for

analysis.

Experimentation This is distinguished from problem

solving in that its focus is onexpanding knowledge rather than

responding to current difficulties.

Failure of experiments is accepted as

away of gaining knowledge.



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Part 4 of 4Learning from experience The lessons of experience are

documented in a form that employees find accessible and understandable.

Learning from others Knowledge is gained from what othersdo and how they do it rather than fromthe results they have achieved.Benchmarking and similar practicesare encouraged.

Transference of knowledge For the organization, rather than justindividuals, to learn, knowledge mustbe documented and made transferablequickly and easily.



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means, electronic, mechanical, photocopying, recording, or otherwise,without the prior written permission of the publisher. Printed in the

United States of America.

Copyright 2010 Pearson Education, Inc.publishing as Prentice Hall

Copyright 2010 Pearson Education Inc publishing as Prentice Hall 10 20

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