1、医疗行业医疗行业TrainingandDevelopingETrainingandDevelopingEmployeesmployeesChapter Outline Orienting Employees The Training process Training Techniques Training for Special Purposes Managerial Development and Training Techniques Evaluating the Training Effort2医疗行业TrainingandDevelopingEmployeesOrienting Emp
2、loyees Employee orientation A procedure for providing new employees with basic background information about the firm.Socialization Orientation Programs(Figure 7-1)Orientation 1.HR specialist 2.New supervisor 3医疗行业TrainingandDevelopingEmployees4医疗行业TrainingandDevelopingEmployeesThe Training Process I
3、ntroduction The Five-Step Training and Development Process Training and Learning Legal Aspects of Training Training Needs Analysis5医疗行业TrainingandDevelopingEmployeesIntroduction Training The methods used to give new or present employees the skills they need to perform their jobs.Why the training bus
4、iness is booming6医疗行业TrainingandDevelopingEmployeesThe Five-Step Training and Development Process1.NEEDS ANALYSIS(需求分析)2.INSTRUCTIONAL DESIGN(教材設計)3.VALIDATION(確認)4.IMPLEMENTATION(執行)5.EVALUATION AND FOLLOW-UP(評估及追蹤)REACTION LEARNING BEHAVIOR RESULTS7医疗行业TrainingandDevelopingEmployeesTraining and Le
5、arning Training is a learning process.Suggestion 1.Meaningful 2.Easy to transfer 3.Motivate the trainee 4.Effectively prepare the trainees8医疗行业TrainingandDevelopingEmployeesLegal Aspects of Training Equal employment laws Negligent training 1.情形 2.預防措施 確定應徵者是否真的具備其宣稱的技能與經驗 多方面訓練 有保護第三人健康安全的程序 評估訓練活動9
6、医疗行业TrainingandDevelopingEmployeesTraining Needs Analysis To determine what training is required Two main ways to identify training needs 1.Task analysis(特別適用於決定新進職者的訓練需求)2.Performance analysis(評估在職員工績效)Other technique ex:observations,questionnaire surveys 10医疗行业TrainingandDevelopingEmployeesTask An
7、alysis:Assessing the Training Needs of New Employees 用途:to determine the training needs of employees who are new to their jobs 目的:to determine what specific skills the job requires (ex:主管應具備面試技巧)方法:job descriptions and job specifications 協助:Task Analysis Record Form11医疗行业TrainingandDevelopingEmploye
8、esTask Analysis Record Form Task List:main tasks and subtasks How Often Performed:frequency Quantity,Quality Standards:standards Performance Conditions:conditions Skills Required:the skills or knowledge required Where Best Learned:on or off the job12医疗行业TrainingandDevelopingEmployees13医疗行业Trainingan
9、dDevelopingEmployeesPerformance Analysis:Determining the Training Needs of Current Employees 目的:評估在職員工的績效,以決定是否要經由訓練或其他方法加以改正(若有顯著績效不佳)重點:區別“cant do”與“wont do”Cant do(做不到)-原因 ex:dont know what to do,poor selection Wont do(不願意做)-could do a good job if employees wanted to -change the system 14医疗行业Trai
10、ningandDevelopingEmployeesTraining Techniques On-the-Job Training Apprenticeship Training Informal Learning Job Instruction Training Lectures Programmed Learning Audiovisual Techniques Vestibule or Simulated Training Computer-Based Training Training Via CD-ROM and the Internet15医疗行业TrainingandDevelo
11、pingEmployeesOn-the-Job Training 意義:learn a job by actually performing it.型式:1.coaching or understudy method(教練法)2.Job rotation(工作輪調)優點:1.inexpensive 2.learn while producing 3.no need for expensive off-job facilities 4.facilitate learning 注意事項:1.訓練者本身應受過嚴格的訓練 2.訓練者應接受教學方法的訓練(job instruction techniqu
12、e)16医疗行业TrainingandDevelopingEmployeesJob instruction technique STEP 1:PREPARATION OF THE LEARNER (學習者的準備)STEP 2:PRESENTATION OF THE OPERATION (操作示範)STEP 3:PERFORMANCE TRYOUT (績效測試)STEP 4:FOLLOW-UP (追蹤)17医疗行业TrainingandDevelopingEmployeesApprenticeship Training A structured process by which individu
13、als become skilled workers through a combination of classroom instruction and on-the-job training.Ex:in Germany18医疗行业TrainingandDevelopingEmployeesInformal Learning Any learning that occurs in which the learning process isnt determined or designed by the organization.19医疗行业TrainingandDevelopingEmplo
14、yeesJob Instruction Training意義:Step-by-step process內容:1.以適當的順序列出工作中所有必要的步驟 (指示該做些什麼)2.在每個步驟旁列出重點 (指示要如何做以及為什麼這麼做)範例:how to operate a large motorized paper cutter 20医疗行业TrainingandDevelopingEmployees21医疗行业TrainingandDevelopingEmployeesLectures 優點:可以迅速且簡單的方式提供知識給一大群受訓者 實用原則:1.Give your listeners signa
15、ls 2.Dont start out on the wrong foot 3.Keep your conclusions short 4.Be alert to your audience 5.Maintain eye contact with the trainees in the program 6.Make sure everyone in the room can hear 7.Control your hands 8.Talk from notes rather than from a script 9.Eliminate bad habits 10.Practice22医疗行业T
16、rainingandDevelopingEmployeesProgrammed Learning 功能:1.Presenting questions,facts,or problems to the learner 2.Allowing the person to respond 3.Providing feedback on the accuracy of his or her answers 範例:學習微積分的程式化教材 優點:1.Reduce training time by about one-third 2.Facilitate learning23医疗行业TrainingandDe
17、velopingEmployeesAudiovisual Techniques 視聽技術:ex 影片,錄影帶,錄音帶 以下情況可考慮使用(因成本較高)1.當需要加以對特定順序說明(ex:焊接鐵線)2.當有需要讓受訓者認識在現場講授中不易示範的情境(ex:心藏手術)3.當整個組織都將施行訓練,及訓練者從某地至另一地的成本太高 Teletraining&Videoconference distance learning24医疗行业TrainingandDevelopingEmployeesTeletraining A trainer in a central location can train
18、groups of employees at remote locations via television hookups.Ex:AMP公司25医疗行业TrainingandDevelopingEmployeesVideoconference distance learning A means of joining two or more distant groups using a combination of audio and visual equipment.建議:1.避免閃亮的珠寶或花樣繁多的衣物 2.至少提早20分鐘到達 3.測試將用到的所有設備 4.調整燈光26医疗行业Trai
19、ningandDevelopingEmployeesVestibule or Simulated Training 意義:讓受訓者藉由工作上所使用的模擬設備來學習 目的:能獲得在職訓練的好處,而不用把受訓者置於實際工作中 適用情形:當在職訓練過於昂貴或危險時 範例:飛行模擬器(飛行員訓練)1.Safety 2.Learning efficiency 3.Cost savings27医疗行业TrainingandDevelopingEmployeesComputer-Based Training The trainee uses a computer-based system to intera
20、ctively increase knowledge or skills.例子:西北公司訓練面試人員 優點:1.reduce learning time by an average of 50%2.cost effective 3.instructional consistency 4.increased trainee motivation28医疗行业TrainingandDevelopingEmployeesTraining Via CD-ROM and the Internet 網際網路訓練課程的目標:教導網際網路使用者如何使用網際網路 Ex:Roadmap 利用公司內部網路(intra
21、nets)幫助computer-based training Ex:Silicon Graphics29医疗行业TrainingandDevelopingEmployeesTraining Via CD-ROM and the Internet 對提升technology-based distance learning programs之教學效率的建議:1.maintain eye contact 2.use the variety of media available 3.emphasize technology that is reliable and high quality 訓練軟體的
22、製造者 30医疗行业TrainingandDevelopingEmployeesTraining for Special Purpose Literacy Training Technique To attain analytical skills,it is impossible without the basic ability!Test employees basic skills Institute basic skills and literacy programs Supervisors focus on basic skills by giving employees writi
23、ng and speaking exercises But in fact,is this only a training problem?31医疗行业TrainingandDevelopingEmployeesTraining for Special Purpose AIDS Education 1,000,000 Americans are infected!For moral and legal reasons,they must be allowed to remain on their jobs And other coworkers feelings?Institute AIDS
24、education programs,but.Resistance!Although these programs.In fact,what do people think?32医疗行业TrainingandDevelopingEmployeesTraining for Special Purpose Diversity Training Want to create better cross-culture sensitivity with the aim of creating more harmonious working relationship,but.The structure o
25、f training program is important!The accurate meaning-“diversity-based training programs”Still,can this problem solve by training?33医疗行业TrainingandDevelopingEmployeesTraining for Special Purpose Customer Service Training Customer service plays an important role everywhere!Include 2/3 U.S.workers,and
26、increase the power competition of companies.The basic aim is to train all employees to treat the companys customers in a good manner!This is an effective way,but in Taiwan.34医疗行业TrainingandDevelopingEmployeesTraining for Special Purpose Training for Teamwork and Empowerment To be a good team member!
27、-Japan Outdoor training is a“omoshiroi”way.But not all employees are eager to these!So.Yes!Give reward!But.Training for empowerment-team training35医疗行业TrainingandDevelopingEmployeesTraining for Special Purpose Providing Employees with Lifelong Learning Provide continuing training from basic remedial
28、 skills to advanced decision-making technique throughout employees careers Have more confidence to face challenges It should be an extensive training program For example,go to university36医疗行业TrainingandDevelopingEmployeesManagerial Development Any attempt to improve managerial performance by impart
29、ing knowledge,changing attitude,or increase skills.To enhance the future performance of organization Assess the companys needs Appraise the managers performance Develop the managers themselves Involve all or most new management recruits37医疗行业TrainingandDevelopingEmployeesSuccession Planning A proces
30、s though which senior-level openings are planned for and eventually filled An organization projection is made The HR department reviews its management skills inventory to identify the management talent now employed Management replacement charts are drawn38医疗行业TrainingandDevelopingEmployees39医疗行业Trai
31、ningandDevelopingEmployeesManagerial on-the-job Training Job Rotation Moving management trainees from department to department to broaden their understanding of all parts of the business-often a recent graduate Just be an observer,but more commonly get fully involved in its operations The length of
32、training time should be determined by how fast trainees are learning It may be the best effective way40医疗行业TrainingandDevelopingEmployeesManagerial on-the-job Training Action Learning Allow management trainees to work full-time on projects,analyzing and solving problems in other departments.Can offe
33、r trainees a small project to do42医疗行业TrainingandDevelopingEmployeesManagerial off-the-job Training The Case Study Method Present a trainee with a written description of an organizational problem The case should be actual situations from the trainees own firm Notice：Dont dominate the case analysis!4
34、3医疗行业TrainingandDevelopingEmployeesManagerial off-the-job Training Management Game Like strategic game Trainees learn best by getting involved in the activity itself,and the games can be useful for gaining such involvement.But what kind of games does work?44医疗行业TrainingandDevelopingEmployeesManageri
35、al off-the-job Training Outside Seminars Too many.University-Related Programs Provide the latest management skills Have periods of time off to learn Cooperate in video-link45医疗行业TrainingandDevelopingEmployeesManagerial off-the-job Training Role Playing Create a realistic situation and have trainees
36、assume the roles of specific persons in this situation In order to solve the problem at hand and develop trainees skills in areas,like leadership.But is this childish?Maybe.46医疗行业TrainingandDevelopingEmployeesManagerial off-the-job Training Behavior Modeling Show trainees the right way of doing some
37、thing Let each person practice the right way to do it Provide feedback regarding each trainees performance Train first-line supervisors to handle common supervisor-employee interaction better Train middle managers to better handle interpersonal situation47医疗行业TrainingandDevelopingEmployeesManagerial
38、 off-the-job Training Behavior modeling procedure Modeling Role playing Social reinforcement Transfer of training Maybe it can be a very effective way,but Different people have different preferred learning styles!Like 制約48医疗行业TrainingandDevelopingEmployeesManagerial off-the-job Training In-House Dev
39、elopment Centers A company-based method for exposing trainees to realistic exercises to develop improved management skills In practice,these centers neednt produce all of their own training programs.49医疗行业TrainingandDevelopingEmployeesManagerial off-the-job Training Executive Development in Global C
40、ompanies Appropriate selection and rich preplacement development are very important!Education background and experiences Personality and family situation Brief candidates fully and clearly Give advise about culture,language,emotion Monitor Establish a repatriation program50医疗行业TrainingandDevelopingE
41、mployeesEvaluating the Training Effort Controlled Experimentation Methods for testing the effectiveness of a training program with before-and-after test and a control group It can eliminate the factor of organizationwide change,like a raise in pay.Use training evaluation forms to measure51医疗行业Traini
42、ngandDevelopingEmployeesEvaluating the Training Effort Training Effects to Measure Reaction Learning Behavior Results-the most important The problem may lie in the training program.Notice these 4 factors do not have positive relation!52医疗行业TrainingandDevelopingEmployeesCase:Reinventing the Wheel at
43、Apex Door company 人物:Jim Delaney 狀況:員工自行其事 例子:1.the door-design department 2.the order processing department 訓練過程:1.沒有訓練手冊 2.on the job training 53医疗行业TrainingandDevelopingEmployeesCase Question What do you think of Apexs training process?Could it help to explain why employees“do things their way”an
44、d if so,how?Poor!沒有訓練指引,員工根本無所適從 在職訓練的訓練員心態及傳授方式 最後只好以自己的經驗判斷為依據 缺乏公司文化氣氛,耳提面命只會有反效果54医疗行业TrainingandDevelopingEmployeesCase Question What role do job descriptions play in training?提供該工作的簡介,需要技能等,使得在設計訓練計劃時能更有效地切中核心 使員工瞭解為什麼要接受訓練,並使員工更快進入訓練情況 輔助任務分析時的設計,使其更有效率55医疗行业TrainingandDevelopingEmployeesCase
45、 Question Explain in detail what you would do to improve the training process at Apex.Make sure to provide specific suggestion,please.洗腦!創造公司文化,瞭解公司目標 砸錢!制定一套完整新進員工訓練流程,不吝於添購訓練設備 有賞!對訓練表現及工作有績效的員工給予獎勵56医疗行业TrainingandDevelopingEmployeesThank you for listening!To Everyone Sitting Here For Long Time57医疗行业TrainingandDevelopingEmployees
