Zeenat Jabbar 5-1 Workforce Planning. Learning Objectives (1) When you finish studying this chapter, you should be able to: 1.Explain each of the steps.

Zeenat Jabbar 5-1

Workforce Planning

Learning Objectives (1)

When you finish studying this chapter, you should be able to:

1. Explain each of the steps in the ADDIE training process.

2. Discuss at least two techniques used for assessing training needs.

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Learning Objectives (2)

3. Explain the pros and cons of at least five training techniques.

4. Explain what management development is and why it is important.

5. Describe the main management development techniques.

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Orienting Employees

• Basic information– Socialization–Culture

• Types of programs• Purposes• Technology

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The Training Process

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The Training Process• Alignment• Training and performance• ADDIE five-step process–Analyze–Design–Develop– Implement – Evaluate

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Step 1: Analyzing

• Identifying training needs

• Talent management: Using profiles and competency models–Consolidation

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ADDIE

Step 2: Designing

• Design the program• Setting learning objectives• Motivational learning

environment

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ADDIE

Step 3: Developing the Program or Course

• Program development• Assembling or creating• Choosing–Content– Instructional methods

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ADDIE

Step 4: Implementation: Training Techniques

• On-the-job (OJT) training• Learning• Informal Learning• Apprenticeship training• Behavior modeling• Vestibule training

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ADDIE

Step 4: Implementation: Training Techniques (cont.)

• A/V, distance learning– Video conference– Interactive

• Computer-based– Simulated

• Internet-based– Learning portals– Learning management systems

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ADDIE

Step 4: Implementation: Training Techniques (cont.)

• Mobile–Virtual classroom

• Special purposes– Literacy–Diversity– Teams– Lifelong learning

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ADDIE

Managerial Development and Training

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Managerial Development and Training

• Managerial OJT– Job rotation– Coaching/Understudy

• Action learning• Case studies• Management games• Outside programs, seminars

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Managerial Development and Training

• University-related programs• In-house centers– Learning portals– Executive coaches

• Mission critical employees: differential development assignments

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Managing Organizational Change and

Development

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Change

• What to change• Lewin’s process for

overcoming resistance–Unfreezing–Moving–Refreezing

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Organizational Development

• Definition• Action research• Survey feedback• Sensitivity training• Team building• Learning organizations

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Step 5: Evaluating the Training Effort

• Controlled experimentation

• Training effects to measure

• Evaluation in practice

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ADDIE