最新版人力資源課件Chap-5-Training

1Chap5TrainingandDevelopment1Chap5TrainingandDevelopme工作分析工作說明/規(guī)范

人力資源規(guī)劃招募、甄選

新進(jìn)員工職前講習(xí)

現(xiàn)有員工訓(xùn)練

2工作分析工作說明/規(guī)范

人力3第五項修練自我超越（PersonalMastery）改善心智模式（Improving

MentalModels）建立共同愿景（BuildingSharedVision團(tuán)體學(xué)習(xí)（TeamLearning）系統(tǒng)思考（SystemsThinking）3第五項修練自我超越（PersonalMastery）4ISO100154ISO100155Structure項次單元名稱上課時數(shù)1.TTQS架構(gòu)與流程系統(tǒng)3.0H2.TTQS計畫(Plan)3.0H3.TTQS設(shè)計(Design)4.5H4.TTQS執(zhí)行(DO)3.05.TTQS監(jiān)控/查核/回饋(Review)3.06.TTQS成果(Outcome)1.5H7.學(xué)習(xí)成果（分組簡報）4.5H8成果檢測（期末測驗(yàn)）15H5Structure項次單元名稱上課時數(shù)66連結(jié)訓(xùn)練與營運(yùn)計畫願景營運(yùn)計畫GAP需求課程發(fā)展執(zhí)行評估M其他輸入(個人發(fā)展)(績效分析)培訓(xùn)效能/效率策略職能分析(方法選擇)L1L3L2L4HR措施66連結(jié)訓(xùn)練與營運(yùn)計畫願景營運(yùn)計畫GAP需求課程發(fā)展執(zhí)行評估77組織經(jīng)營績效的要求策略經(jīng)營計畫組織的需求分析其他需求職能---相關(guān)的需求培訓(xùn)其他需求培訓(xùn)需求77組織經(jīng)營績效的要求策略組織的需求分析其他需求職能--88學(xué)習(xí)心理訓(xùn)練規(guī)劃溝通能力積極性團(tuán)隊取向彈性職能差距雷達(dá)圖88學(xué)習(xí)心理訓(xùn)練規(guī)劃溝通能力積極性團(tuán)隊取向彈性職能差距雷達(dá)圖9ManagerialskillsConceptualHumantechnical9ManagerialskillsConceptual10績效需求分析

發(fā)生了什麼績效問題？為什麼發(fā)生績效問題？目標(biāo)不清楚？知識或技術(shù)不足？缺少環(huán)境條件？缺乏意願與態(tài)度？是什麼「知識、技術(shù)、態(tài)度」缺乏？能力＝態(tài)度X技巧X知識10績效需求分析

發(fā)生了什麼績效問題？11美英對職能與專業(yè)能力的比較職能competency專業(yè)能力competence起源美國英國目的確認(rèn)表現(xiàn)優(yōu)秀者確認(rèn)最低標(biāo)準(zhǔn)焦點(diǎn)人工作/角色摘要個人特質(zhì)任務(wù)/產(chǎn)能目標(biāo)經(jīng)理人每個人,較少針對經(jīng)理人Competency,Ability,capacity

專業(yè)能力（證照、資格），主觀能力、客觀能力11美英對職能與專業(yè)能力的比較職能competency1212訓(xùn)練品質(zhì)計分卡之訓(xùn)練迴圈Plan

計劃關(guān)注訓(xùn)練規(guī)劃與企業(yè)營運(yùn)發(fā)展目標(biāo)之關(guān)連性以及訓(xùn)練體系之操作能力Outcome

成果

著重訓(xùn)練成果評估之等級與完整性、及訓(xùn)練之持續(xù)改善D

esign

設(shè)計

著重訓(xùn)練方案之系統(tǒng)化設(shè)計（含利益關(guān)係人之參與、與需求之結(jié)合度、遴選課程標(biāo)準(zhǔn)、採購標(biāo)準(zhǔn)程序）Do

執(zhí)行

強(qiáng)調(diào)訓(xùn)練執(zhí)行之落實(shí)度、訓(xùn)練紀(jì)錄與管理之系統(tǒng)化程度Review

查核著重訓(xùn)練的定期性執(zhí)行綜合分析、全程監(jiān)控與異常處理1212訓(xùn)練品質(zhì)計分卡之訓(xùn)練迴圈Plan計劃Outcome1313服務(wù)品質(zhì)提升計畫（目標(biāo)/現(xiàn)況缺口）改善服務(wù)職能團(tuán)隊激勵服務(wù)技術(shù)與態(tài)度訓(xùn)練設(shè)備更新NoYes連結(jié)訓(xùn)練與事業(yè)計畫-範(fàn)例服務(wù)能力不足1313服務(wù)品質(zhì)提升計畫改善服務(wù)職能團(tuán)隊激勵服務(wù)技術(shù)與態(tài)度1414變動前變動後變動原因職能分析訓(xùn)練規(guī)劃SWO中國市場開放TSWO印度崛起T印度人工成本比中國便宜人員印度相關(guān)職能不足國際語言訓(xùn)練、印度文化訓(xùn)練、印度法規(guī)SWOT分析持續(xù)改善範(fàn)例1414變動前變動後變動原因職能分析訓(xùn)練規(guī)劃SSSWOT分析1515顧客滿意度調(diào)查分析1515顧客滿意度調(diào)查分析1616

成果Outcomes檢核指標(biāo)項目書文化文件列舉適當(dāng)項目說明16訓(xùn)練的組織擴(kuò)散效果

˙受訓(xùn)員工之參訓(xùn)情形能與薪酬、考核或升遷有所結(jié)合。˙訓(xùn)練能有效改善市場競爭優(yōu)勢、營業(yè)額、工作流程、成本控制或不良率／客訴率等營運(yùn)表現(xiàn)。˙能建立訓(xùn)練期間(及後續(xù))，學(xué)員心得與知識分享聯(lián)繫機(jī)制等（如公司內(nèi)部網(wǎng)路、集會、讀書會、Email等）。˙受訓(xùn)員工會對課程內(nèi)容、師資等提出具體建言1616

成果Outcomes檢核指標(biāo)項目書文化文件1617PlanMission,VisionStrategy,goalAnnualPlanPerformanceGapidentification&analysisIdentificationofthetrainingneedsPlan,design,implementation,evaluationPersonal,organizationalperformanceMonitor,result,feedback17PlanMission,Vision企業(yè)：不該只是產(chǎn)品與服務(wù)的組合，

更應(yīng)是能力的組合VisionMissionValueCIS企業(yè)識別核心境爭力策略Strategy流程Process18企業(yè)：不該只是產(chǎn)品與服務(wù)的組合，

更應(yīng)是能19願景、使命企業(yè)的經(jīng)營理念＝

使命陳述＋核心價值觀＋共同願景經(jīng)營使命陳述組織存在的理由、我是誰？理念核心價值觀品格及行為準(zhǔn)則、我相信什麼？共同願景組織所有成員大家共同願望的未來景象重點(diǎn)不在於願景/使命是什麼，而在於願景/使命對組織能帶來什麼改變的動力。19願景、使命企業(yè)的經(jīng)營理念＝

使命陳述＋核心價值觀＋共同願20Strategy策略管理分析平衡計分卡策略地圖20Strategy策略管理分析21DesignAnnualgoal

evaluation,analysis,product,process,Operationgoal

shortterm

middleterm

longterm

spectrumGoal&gap,Trainingneeds,HRM21DesignAnnualgoal

evaluatio22NeedsAnalysisOrganization:

structure,finance,leadership,equipment,process,product,HRMEmployees

KASH,payment,motivation,HRMIdentifytrainingneedsPlan,design,do,monitor,evaluationOutcome22NeedsAnalysisOrganization:23AbilityIcebergKnowledgeSkillsPersonalCharactersSelfmotivationValues,believes外在、完成工做、學(xué)習(xí)而得,內(nèi)在、實(shí)現(xiàn)事業(yè)、自我啟發(fā)、激勵23AbilityIcebergKnowledgePers24Do場地師資訓(xùn)練、授課方式時間學(xué)員遴選Orientation24Do場地25ReviewImplementationmonitor,reviewcognitive,affective,skillGoalmatching25ReviewImplementationmonitor26Outcome反應(yīng)(reaction）受訓(xùn)者滿意嗎?學(xué)習(xí)(learning)受訓(xùn)者有學(xué)習(xí)效果嗎?行為(behavior)受訓(xùn)者有行為改變嗎?結(jié)果(results）訓(xùn)練方案值得投資嗎?

Sales,productivity,quality,turnover,costdown26Outcome反應(yīng)(reaction）受訓(xùn)者滿意嗎?27TheScopeofTrainingMaintaineffectiveperformance,

adjusttonewwaysofworksTraining:narrow,shortterm

performance

Development:broadeningskillsfor

futureresponsibilitiesExecutives,managers,

supervisors,rank-and-fileemployees

27TheScopeofTrainingMaintai28AsystemsapproachtotrainingFirm’sgoalandstrategy1.needsassessment

2.programdesign

3.implementation

4.evaluation

p198,Figure5228Asystemsapproachtotraini291:conductingtheneedsassessmentOrganizationanalysisEnvironment:economic,publicpoliciesStrategies:

merging,acquisition,technologychange,globalization,reengineering,TQM,restructuring,downsizing,empowerment,Resources:

technological,financial,humanDomorewithless(事半功倍，投資少、成效大）291:conductingtheneedsasse30TaskanalysisReviewjobdescription,specificationPerformance,skills,knowledgeCompetencyassessment

KSA,

motivation,personality,characters

position,

behavior,Position,worknature30TaskanalysisReviewjobdesc31PersonalanalysisWhoneedsit,needsnot?Performancedeficiencymotivation31PersonalanalysisWhoneedsi322.DesigningthetrainingprogramOutsideresources,assistance1.instructionalobjectives

2.trainee“readiness”

3.principlesoflearning

4.charactersoftheinstructors教育訓(xùn)練系統(tǒng)建立、執(zhí)行、檢討322.Designingthetrainingpr33InstructionalobjectivesSkills,knowledgerequiredAttitudestobechangedPerformance-centeredobjective

time,result33InstructionalobjectivesSkil34Traineereadiness&motivationMaturity,experienceReceptiveness:abilitytolearnMotivation:willingtolearn,conscientious,goal,self-discipline,perseveringTrainingenvironment

positivereinforcement,treats&punishment,flexible,personalgoal,interesting,removeobstacles34Traineereadiness&motivati35PrincipleoflearningGoalsettingMeaningfulnessofpresentationModeling:watching,real-lifeIndividualdifference

echoic(hearing),iconic(seeing)memoryActivepractice&repetitionWholevspartlearningMassedvsdistributedlearning35PrincipleoflearningGoalse36Feedback&reinforcementLearningcurve,plateauSpotrewardsBehaviormodification

rewarded,punishedornotrewarded

(OB:positive/negativereinforcement,

punishment,extinction遲到/加班)36Feedback&reinforcementLear37CharacteristicofinstructorsPreparationTeachingskills,personalmanner,characters

knowledge,adaptability

sincerity,senseofhumor

interest,clearinstruction

individualassistance,enthusiasm37Characteristicofinstructor383.implementingthetrainingprogram

--nonmanagerialOnthejob

commondrawbacks:

environment,trainingskills,jobperformancecriteriaTraininggoal,schedule,environment,atmosphere,evaluationPrepare,Reassure,Orient,Perform,

Evaluate,Reinforce&Review(p211)383.implementingthetraining39NonmanagerialApprenticeship，建筑、制造，服務(wù)、管理

美國勞工部學(xué)徒至與訓(xùn)練局OfficeofApprenticeshipTraining,EmployerandLaborService規(guī)定；知識（144/時/年），程序、工資遞增、督導(dǎo)與設(shè)備，評估、確認(rèn)

Cooperative,internship,andgovernmenttraining政府、產(chǎn)學(xué)合作Classroominstruction39NonmanagerialApprenticeship，programmedinstruction:self-directedAudiovisualmethodsSimulationE-learningandlearningmanagementsystems(LMS)，E化、虛擬教室,just-in-timeelarningStudent-centeredlearning40programmedinstruction:self-41MethodsforManagementDevelopmentOnthejobexperiences

coaching,assignment,

jobrotation,lateraltransfer,

specialprojectsandjuniorboards,

actionlearning,staffmeeting,

plannedcareerprogression41MethodsforManagementDevel42ManagementdevelopmenttrainingSeminarsandconferencesCasestudies

problemsolving,analytical,interaction,size,ManagementgamesandseminarsRoleplaying

group,size,time,observeBusinesssimulation企業(yè)競賽，現(xiàn)實(shí)模擬42Managementdevelopmenttrain43BehaviormodelingLearningpointsModelingPracticeandroleplayFeedbackandreinforcement43BehaviormodelingLearningpo444.TrainingevaluationOrganizational--strategy,goalThetraining-PDDRO

plan,design,do,review,outcome444.TrainingevaluationOrgani45CriteriaforevaluatingTrainingReaction反應(yīng)，對訓(xùn)練計畫的滿意度？

satisfaction,learninggoal,achieve?

recommendation,suggestionLearning學(xué)習(xí)，學(xué)到哪些原則、事實(shí)、概念、知識

knowledge,skilltest,controlgroupbehavior行為，受訓(xùn)者行為有無改變？

運(yùn)用所學(xué)？performanceResults結(jié)果，降低成本、提升績效？45CriteriaforevaluatingTrai46ResultsReturnoninvestmentBenchmarking

plan:selfaudit,whichareas

do:collectdata

check:analyzedata,discovergap

action:goal,implement,monitor46ResultsReturnoninvestment47OrientationleadingnewemployeesFacilities,environment,people,structure,rules,norms,culture,expectation,safety,jobduties,payment,benefitsHRM,linemanagerIndividual,group47OrientationleadingnewemploOrientation職前講習(xí)伙伴(buddy)/輔導(dǎo)員(mentor)組織、部門、工作職前講習(xí)個別、集中計畫、分工、資料袋(orientationkit)

簽署收到/同意時間安排：半天、一天、連續(xù)；分開效果、評估、追蹤48Orientation職前講習(xí)伙伴(buddy)/輔導(dǎo)員(49BasicskillstrainingReading,writing,computing,Speaking,listening,problemsolvingManagingoneself,teammember,leading魔鬼訓(xùn)練、心靈成長、情緒管理49BasicskillstrainingReading50TeamtrainingandcrosstrainingTeamtraining,p231

processdynamics,behaviordynamicstechnical,interpersonal,teamaction

Crosstraining

dodifferentjob,incentivetolearn50Teamtrainingandcrosstrai51EthicstrainingCodeofethicsDecisiontree

legal:yes,no

yes:maximizecompanyvalue?

yes:ifdoit,ethical?

no:woulditbeethicalifnotdoit?Training,hotlines,mailbox,

ethicofficer51EthicstrainingCodeofethic52DiversitytrainingAwarenessbuilding,skillsbuilding

1.forgeastrategiclink

2.don’tsettlefor“Offtheshelf”

program

3.choosetrainingmethodscarefully

4.documenttheindividualand

organizationalbenefitofthe

training52DiversitytrainingAwareness53Valuechain53Valuechain54BalancedScorecard54BalancedScorecard55Finance:獲利率、資本報酬率、營收、成

長、資金周轉(zhuǎn)率、costreductionCustomer:顧客滿意度、維持率、定貨/收貨

時間、市占率、電話反應(yīng)時間Process:作業(yè)流程、生產(chǎn)力、處理訂單時

間、獲得物料時間、品質(zhì)Learning:員工滿意度、技能、訓(xùn)練、態(tài)度、

產(chǎn)品/服務(wù)改善、研發(fā)/上市時間55Finance:獲利率、資本報酬率、營收、成

565657StrategyMap57StrategyMap58HRM與企業(yè)競爭力決策、組織、文化、內(nèi)部流程、學(xué)習(xí)、創(chuàng)新供應(yīng)商、物流、測試、品質(zhì)、物流、倉儲品牌、品質(zhì)、價格、差異化經(jīng)銷商、行銷、通路、倉儲、物流服務(wù)、管控、測試58HRM與企業(yè)競爭力決策、組織、文化、59Chap5TrainingandDevelopment1Chap5TrainingandDevelopme工作分析工作說明/規(guī)范

人力資源規(guī)劃招募、甄選

新進(jìn)員工職前講習(xí)

現(xiàn)有員工訓(xùn)練

60工作分析工作說明/規(guī)范

人力61第五項修練自我超越（PersonalMastery）改善心智模式（Improving

MentalModels）建立共同愿景（BuildingSharedVision團(tuán)體學(xué)習(xí)（TeamLearning）系統(tǒng)思考（SystemsThinking）3第五項修練自我超越（PersonalMastery）62ISO100154ISO1001563Structure項次單元名稱上課時數(shù)1.TTQS架構(gòu)與流程系統(tǒng)3.0H2.TTQS計畫(Plan)3.0H3.TTQS設(shè)計(Design)4.5H4.TTQS執(zhí)行(DO)3.05.TTQS監(jiān)控/查核/回饋(Review)3.06.TTQS成果(Outcome)1.5H7.學(xué)習(xí)成果（分組簡報）4.5H8成果檢測（期末測驗(yàn)）15H5Structure項次單元名稱上課時數(shù)6464連結(jié)訓(xùn)練與營運(yùn)計畫願景營運(yùn)計畫GAP需求課程發(fā)展執(zhí)行評估M其他輸入(個人發(fā)展)(績效分析)培訓(xùn)效能/效率策略職能分析(方法選擇)L1L3L2L4HR措施66連結(jié)訓(xùn)練與營運(yùn)計畫願景營運(yùn)計畫GAP需求課程發(fā)展執(zhí)行評估6565組織經(jīng)營績效的要求策略經(jīng)營計畫組織的需求分析其他需求職能---相關(guān)的需求培訓(xùn)其他需求培訓(xùn)需求77組織經(jīng)營績效的要求策略組織的需求分析其他需求職能--6666學(xué)習(xí)心理訓(xùn)練規(guī)劃溝通能力積極性團(tuán)隊取向彈性職能差距雷達(dá)圖88學(xué)習(xí)心理訓(xùn)練規(guī)劃溝通能力積極性團(tuán)隊取向彈性職能差距雷達(dá)圖67ManagerialskillsConceptualHumantechnical9ManagerialskillsConceptual68績效需求分析

發(fā)生了什麼績效問題？為什麼發(fā)生績效問題？目標(biāo)不清楚？知識或技術(shù)不足？缺少環(huán)境條件？缺乏意願與態(tài)度？是什麼「知識、技術(shù)、態(tài)度」缺乏？能力＝態(tài)度X技巧X知識10績效需求分析

發(fā)生了什麼績效問題？69美英對職能與專業(yè)能力的比較職能competency專業(yè)能力competence起源美國英國目的確認(rèn)表現(xiàn)優(yōu)秀者確認(rèn)最低標(biāo)準(zhǔn)焦點(diǎn)人工作/角色摘要個人特質(zhì)任務(wù)/產(chǎn)能目標(biāo)經(jīng)理人每個人,較少針對經(jīng)理人Competency,Ability,capacity

專業(yè)能力（證照、資格），主觀能力、客觀能力11美英對職能與專業(yè)能力的比較職能competency7070訓(xùn)練品質(zhì)計分卡之訓(xùn)練迴圈Plan

計劃關(guān)注訓(xùn)練規(guī)劃與企業(yè)營運(yùn)發(fā)展目標(biāo)之關(guān)連性以及訓(xùn)練體系之操作能力Outcome

成果

著重訓(xùn)練成果評估之等級與完整性、及訓(xùn)練之持續(xù)改善D

esign

設(shè)計

著重訓(xùn)練方案之系統(tǒng)化設(shè)計（含利益關(guān)係人之參與、與需求之結(jié)合度、遴選課程標(biāo)準(zhǔn)、採購標(biāo)準(zhǔn)程序）Do

執(zhí)行

強(qiáng)調(diào)訓(xùn)練執(zhí)行之落實(shí)度、訓(xùn)練紀(jì)錄與管理之系統(tǒng)化程度Review

查核著重訓(xùn)練的定期性執(zhí)行綜合分析、全程監(jiān)控與異常處理1212訓(xùn)練品質(zhì)計分卡之訓(xùn)練迴圈Plan計劃Outcome7171服務(wù)品質(zhì)提升計畫（目標(biāo)/現(xiàn)況缺口）改善服務(wù)職能團(tuán)隊激勵服務(wù)技術(shù)與態(tài)度訓(xùn)練設(shè)備更新NoYes連結(jié)訓(xùn)練與事業(yè)計畫-範(fàn)例服務(wù)能力不足1313服務(wù)品質(zhì)提升計畫改善服務(wù)職能團(tuán)隊激勵服務(wù)技術(shù)與態(tài)度7272變動前變動後變動原因職能分析訓(xùn)練規(guī)劃SWO中國市場開放TSWO印度崛起T印度人工成本比中國便宜人員印度相關(guān)職能不足國際語言訓(xùn)練、印度文化訓(xùn)練、印度法規(guī)SWOT分析持續(xù)改善範(fàn)例1414變動前變動後變動原因職能分析訓(xùn)練規(guī)劃SSSWOT分析7373顧客滿意度調(diào)查分析1515顧客滿意度調(diào)查分析7474

成果Outcomes檢核指標(biāo)項目書文化文件列舉適當(dāng)項目說明16訓(xùn)練的組織擴(kuò)散效果

˙受訓(xùn)員工之參訓(xùn)情形能與薪酬、考核或升遷有所結(jié)合。˙訓(xùn)練能有效改善市場競爭優(yōu)勢、營業(yè)額、工作流程、成本控制或不良率／客訴率等營運(yùn)表現(xiàn)。˙能建立訓(xùn)練期間(及後續(xù))，學(xué)員心得與知識分享聯(lián)繫機(jī)制等（如公司內(nèi)部網(wǎng)路、集會、讀書會、Email等）。˙受訓(xùn)員工會對課程內(nèi)容、師資等提出具體建言1616

成果Outcomes檢核指標(biāo)項目書文化文件1675PlanMission,VisionStrategy,goalAnnualPlanPerformanceGapidentification&analysisIdentificationofthetrainingneedsPlan,design,implementation,evaluationPersonal,organizationalperformanceMonitor,result,feedback17PlanMission,Vision企業(yè)：不該只是產(chǎn)品與服務(wù)的組合，

更應(yīng)是能力的組合VisionMissionValueCIS企業(yè)識別核心境爭力策略Strategy流程Process76企業(yè)：不該只是產(chǎn)品與服務(wù)的組合，

更應(yīng)是能77願景、使命企業(yè)的經(jīng)營理念＝

使命陳述＋核心價值觀＋共同願景經(jīng)營使命陳述組織存在的理由、我是誰？理念核心價值觀品格及行為準(zhǔn)則、我相信什麼？共同願景組織所有成員大家共同願望的未來景象重點(diǎn)不在於願景/使命是什麼，而在於願景/使命對組織能帶來什麼改變的動力。19願景、使命企業(yè)的經(jīng)營理念＝

使命陳述＋核心價值觀＋共同願78Strategy策略管理分析平衡計分卡策略地圖20Strategy策略管理分析79DesignAnnualgoal

evaluation,analysis,product,process,Operationgoal

shortterm

middleterm

longterm

spectrumGoal&gap,Trainingneeds,HRM21DesignAnnualgoal

evaluatio80NeedsAnalysisOrganization:

structure,finance,leadership,equipment,process,product,HRMEmployees

KASH,payment,motivation,HRMIdentifytrainingneedsPlan,design,do,monitor,evaluationOutcome22NeedsAnalysisOrganization:81AbilityIcebergKnowledgeSkillsPersonalCharactersSelfmotivationValues,believes外在、完成工做、學(xué)習(xí)而得,內(nèi)在、實(shí)現(xiàn)事業(yè)、自我啟發(fā)、激勵23AbilityIcebergKnowledgePers82Do場地師資訓(xùn)練、授課方式時間學(xué)員遴選Orientation24Do場地83ReviewImplementationmonitor,reviewcognitive,affective,skillGoalmatching25ReviewImplementationmonitor84Outcome反應(yīng)(reaction）受訓(xùn)者滿意嗎?學(xué)習(xí)(learning)受訓(xùn)者有學(xué)習(xí)效果嗎?行為(behavior)受訓(xùn)者有行為改變嗎?結(jié)果(results）訓(xùn)練方案值得投資嗎?

Sales,productivity,quality,turnover,costdown26Outcome反應(yīng)(reaction）受訓(xùn)者滿意嗎?85TheScopeofTrainingMaintaineffectiveperformance,

adjusttonewwaysofworksTraining:narrow,shortterm

performance

Development:broadeningskillsfor

futureresponsibilitiesExecutives,managers,

supervisors,rank-and-fileemployees

27TheScopeofTrainingMaintai86AsystemsapproachtotrainingFirm’sgoalandstrategy1.needsassessment

2.programdesign

3.implementation

4.evaluation

p198,Figure5228Asystemsapproachtotraini871:conductingtheneedsassessmentOrganizationanalysisEnvironment:economic,publicpoliciesStrategies:

merging,acquisition,technologychange,globalization,reengineering,TQM,restructuring,downsizing,empowerment,Resources:

technological,financial,humanDomorewithless(事半功倍，投資少、成效大）291:conductingtheneedsasse88TaskanalysisReviewjobdescription,specificationPerformance,skills,knowledgeCompetencyassessment

KSA,

motivation,personality,characters

position,

behavior,Position,worknature30TaskanalysisReviewjobdesc89PersonalanalysisWhoneedsit,needsnot?Performancedeficiencymotivation31PersonalanalysisWhoneedsi902.DesigningthetrainingprogramOutsideresources,assistance1.instructionalobjectives

2.trainee“readiness”

3.principlesoflearning

4.charactersoftheinstructors教育訓(xùn)練系統(tǒng)建立、執(zhí)行、檢討322.Designingthetrainingpr91InstructionalobjectivesSkills,knowledgerequiredAttitudestobechangedPerformance-centeredobjective

time,result33InstructionalobjectivesSkil92Traineereadiness&motivationMaturity,experienceReceptiveness:abilitytolearnMotivation:willingtolearn,conscientious,goal,self-discipline,perseveringTrainingenvironment

positivereinforcement,treats&punishment,flexible,personalgoal,interesting,removeobstacles34Traineereadiness&motivati93PrincipleoflearningGoalsettingMeaningfulnessofpresentationModeling:watching,real-lifeIndividualdifference

echoic(hearing),iconic(seeing)memoryActivepractice&repetitionWholevspartlearningMassedvsdistributedlearning35PrincipleoflearningGoalse94Feedback&reinforcementLearningcurve,plateauSpotrewardsBehaviormodification

rewarded,punishedornotrewarded

(OB:positive/negativereinforcement,

punishment,extinction遲到/加班)36Feedback&reinforcementLear95CharacteristicofinstructorsPreparationTeachingskills,personalmanner,characters

knowledge,adaptability

sincerity,senseofhumor

interest,clearinstruction

individualassistance,enthusiasm37Characteristicofinstructor963.implementingthetrainingprogram

--nonmanagerialOnthejob

commondrawbacks:

environment,trainingskills,jobperformancecriteriaTraininggoal,schedule,environment,atmosphere,evaluationPrepare,Reassure,Orient,Perform,

Evaluate,Reinforce&Review(p211)383.implementingthetraining97NonmanagerialApprenticeship，建筑、制造，服務(wù)、管理

美國勞工部學(xué)徒至與訓(xùn)練局OfficeofApprenticeshipTraining,EmployerandLaborService規(guī)定；知識（144/時/年），程序、工資遞增、督導(dǎo)與設(shè)備，評估、確認(rèn)

Cooperative,internship,andgovernmenttraining政府、產(chǎn)學(xué)合作Classroominstruction39NonmanagerialApprenticeship，programmedinstruction:self-directedAudiovisualmethodsSimulationE-learningandlearningmanagementsystems(LMS)，E化、虛擬教室,just-in-timeelarningStudent-centeredlearning98programmedinstruction:self-99MethodsforManagementDevelopmentOnthejobexperiences

coaching,assignment,

jobrotation,lateraltransfer,

specialprojectsandjuniorboards,

actionlearning,staffmeeting,

plannedcareerprogression41MethodsforManagementDevel100ManagementdevelopmenttrainingSeminarsandconferencesCasestudies

problemsolving,analytical,interaction,size,ManagementgamesandseminarsRoleplaying

group,size,time,observeBusinesssimulation企業(yè)競賽，現(xiàn)實(shí)模擬42Managementdevelopmenttrain101BehaviormodelingLearningpointsModelingPracticeandroleplayFeedbackandreinforcement43BehaviormodelingLearningpo1024.TrainingevaluationOrganizational--strategy,goalThetraining-PDDRO

plan,design,do,review,outcome444.TrainingevaluationOrgani103CriteriaforevaluatingTrainingReaction反應(yīng)，對訓(xùn)練計畫的滿意度？

satisfaction,learninggoal,achieve?

recommendation,suggestionLearning學(xué)習(xí)，學(xué)到哪些原則、事實(shí)、概念、知識

knowledge,skilltest,controlgroupbehavior行為，受訓(xùn)者