Chapter 7

• Training


  Formal training<|>Informal learning<|>Explicit knowledge<|>Tacit knowledge<|>Knowledge management
• Continuous learning


  • Requires employees to understand entire work process
  • Acquire and apply new skills
  • Share what they learn
• Training design process


  1. Needs assessment

  2. Ensuring employees' readiness

  3. Creating a learning environment

  4. Ensuring transfer of training

  5. Selecting training methods

  6. Evaluating training programs
• Needs assessment


  Organizational analysis<|>Person analysis<|>Task analysis
• Training not always the correct solution
• Factors that influence motivation to learn

  • Self-efficacy
  • Benefits or consequences of training
  • Awareness of training needs
  • Work environment
  • Basic skills
  • Goal orientation
  • Conscientiousness
• Conditions for learning


  Need to know why they should learn<|>Meaningful training content<|>Opportunities for practice<|>Feedback<|>Observe, experience, and interact<|>Good program coordination and administration<|>Commit training content to memory
• Work environment characteristics


  Influence transfer of training
• Performance support systems


  Computer applications that can provide skills training, information access, and expert advice
• Knowledge management systems


  Communities of practice
• Training methods


  • Instructor-led classroom
  • Online learning
  • Mobile learning
  • Social learning
  • Blended learning
• Presentation methods


  • Instructor-led classroom instruction
  • Distance learning
  • Teleconferencing
  • Webcasting
  • Audiovisual training
• Hands-on methods


  • On-the-job training
  • Apprenticeship
  • Internship
  • Simulation
  • Virtual reality
  • Augmented reality
  • Games and case studies
  • Behavior modeling
  • E-learning
  • Repurposing
  • Massive open online courses
• Group- or team-building methods

  • Experiential programs
  • Team training
  • Action learning
• Blended learning combines multiple training methods
• Learning management systems support the administration of training programs
• Evaluating training programs is important to assess their effectiveness
• Augmented reality (AR)


  Games and case studies<|>Serious games<|>Gamification
• Hands-on training methods


  • Behavior modeling
  • E-learning
  • Repurposing
  • Massive open online courses (MOOCs)
  • Blended learning
  • Learning management systems (LMS)
• Group- or team-building training methods

  • Experiential programs
  • Adventure learning
  • Team training
  • Cross-training
  • Coordination training
  • Team leader training
  • Action learning
• Advice for selecting a training method

  • Identify type of learning outcome training is to influence (verbal information, intellectual skills, cognitive strategies, attitudes, motor skills, or some combination)
  • Consider training budget
• Training outcomes


  • Cognitive outcomes
  • Skill-based outcomes
  • Affective outcomes
  • Results
  • Return on investment
• Evaluation designs


  • Posttest only
  • Pretest/Posttest
  • Posttest only with comparison group
  • Pretest/Posttest with comparison group
  • Time series
• Determining the financial benefits of learning

  1. Identify outcomes

  2. Place a value on outcomes

  3. Determine change in performance

  4. Obtain annual amount of benefits

  5. Determine training costs

  6. Calculate total savings

  7. Calculate ROI
• Steps in cross-cultural preparation for expatriates

  • Competent in area of expertise
  • Able to communicate in host country
  • Culturally sensitive
  • Motivated to succeed
  • Supported by family
• Cross-cultural preparation - predeparture phase

  1. Receive language training and orientation

  2. Include the family

  3. Discuss career plans and positions expected upon return

  4. Training methods include presentational techniques, immersion experiences, or experiences in home country in culturally diverse communities
• Cross-cultural preparation - on-site phase

  1. Continued orientation through formal programs or mentoring relationship

  2. Develop social relationships inside and outside work

  3. May be paired with employee from host country

  4. Websites to answer questions
• Cross-cultural preparation - repatriation phase

  1. Likely to experience high levels of stress and anxiety upon return

  2. Employees encouraged to self-manage

  3. Provide company newsletters and local newspapers to keep them updated

  4. May have to adjust to lower standard of living

  5. May decide to leave company
• Inclusion


  Creating environment that allows all employees to contribute to organizational goals and experience personal growth
• Diversity training


  Reduce unconscious bias
• Diversity may enhance performance and impact cognitive, affective, and behavioral outcomes
• Success of diversity training requires long-term commitment, not just stand-alone program
• Key components of effective diversity management programs


  • Top management support
  • Recruitment and hiring
  • Talent identification and development
  • Employee support
  • Fair treatment
  • Manager accountability
  • Relationships with external stakeholders
• Onboarding or socialization


  1. Establish relationships to increase satisfaction

  2. Clarify goals and expectations to improve performance

  3. Provide feedback, coaching, and follow-up activities to reduce turnover

  4. Enhance new hires' self-confidence and feelings of acceptance

  5. Ensure new hires understand role and job expectations

  6. Help them "fit in" and understand company culture
• Characteristics of effective onboarding programs

  • Employees are encouraged to ask questions
  • Program includes information on both technical and social aspects of the job
  • The employee manager has some onboarding responsibility
  • Debasing or embarrassing new employees is avoided
  • Employees learn about the company culture, history, language, products, services, and customers
  • Follow-up of employee progress occurs at different points up to one year after joining the company
  • Program involves participation, active involvement, and formal and informal interaction between new hires and current employees
  • Relocation assistance is provided (such as house hunting or information sessions on the community for employees and their significant others)