員工訓練與發展國立中山大學企業管理系 13-1 13 員工訓練與發展...

員工訓練與發展國立中山大學企業管理系

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13 員工訓練與發展

訓練與學習 (training and learning)的定義職前訓練 (orientation program)員工的訓練需求 (employees’ needs for training)個人、團体、組織的發展計畫訓練成效的評估比較目標管理 (goal setting)、行為修正術(behavior modification)、團隊建立 (team building)的特色

學習目標 (LEARNING OBJECTIVES)


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累積技術、培養人才

出生入學就業

職務要求知識

個人所獲知識

識知

年齡

彼得現象


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生涯發展 (Development)Prepares individuals for the future, focuses on learning

and personal development

職前訓練 (Orientation)Introduces new employees to the organization and to the

employee’s new tasks, managers, and work groups.

訓練與發展

在職訓練 (Training)The systematic process of altering the behavior of employees in a direction that will achieve organizational goals, Help employees

master specific skills and abilities needed to be successful.


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職前訓練的過程 :社會化 (Socialization)

PRINCIPAL PURPOSESTo reduce start-up costs of a new employeeTo reduce anxiety or fear of failureTo reduce turnoverTo save time for supervisors and co-workersTo develop realistic job expectations, positive attitudes toward

the employer, and job satisfaction

Socialization occurs when new employees learn norms, values, work procedures, and patterns of behavior and dress expected by the organization.


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動機 :The trainee must be motivated to learn能力 :The trainee must be able to learn增強 :The learning must be reinforced練習 : It must provide for practice of the material重要 :The material presented must be meaningful溝通 : The material must be communicated effectively 移轉 : The material taught must transfer to the job

學習理論 (Learning Theory)有效學習的原則

(Principles)


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訓練計畫的績效分析(Performance Analysis)

The knowledge, skill and ability to

perform the job

The person or jobholder’s

needs & results

EXPECTED ACTUAL

Suggests the need for training


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On-The-Job Training Very widely used Placed in real work

experiences

Case Method Written descriptions of real

decision-making situations

Role Playing Ask trainees to interact &

react with other role players

訓練方法之選擇

In-Basket Techniques Analyze & critique trainees

on number, quality, & priority of decisions made

Management Games Simulate company or

industry situations Emphasize problem solving

Behavior Modeling Learning through

observation or imagination Used in leadership training


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LECTURE-DISCUSSIONMost frequently used methodClassroom presentations by outside

consultants/trainersMore recently presented via technology or

distance learning

OUTDOOR-ORIENTED PROGRAMSAction-oriented programsEmphasize leadership, teamwork and risk-takingCombine outdoor skills and classroom seminars

工作外的訓練(Off the Job Training)

Motivation


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Internet (External)

Intranets (Internal)

Virtual Reality

Distance Learning

電腦輔助的訓練(Computer-Assisted Instruction)


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Compare costs/benefits of using various technology media and services

Generate a tracking and reporting system focused on various facets of validity

Reassess the value or return on investment of the training program

Familiarize yourself with the technology being considered

Understand basic learning principles

Define the target employee group

Determine training needs from performance analysis

Define training goals or results

電腦輔助的訓練 :

問題與建議 (Issues and Recommendations)


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GOAL SETTING ( 目標管理 )Goals and intentions are primary determinants of behaviorAttributes of goals include:

Specificity (清晰度 ) Difficulty (困難度 ) Intensity (強度 )

Under the right conditions, can be very effective

BEHAVIOR MODIFICATION ( 行為修正 )Systematic reinforcement of desirable organizational behaviorAssumes reinforcement is an important principle of learning

員工發展計畫 :個人方面


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員工發展計畫 :團隊方面

團隊建立 (TEAM BUILDING)Developmental process Helps or prepares workers to

perform more efficiently or effectively in groupsTechnique must be tailored to fit the needs and

problems of groups involvedSome observers suggest teams are the wave of the

future


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全面品質管理 (TQM)Philosophy, process and set of principlesGoal is continuous improvementInvolves considerable change in attitudes,

communication, employee involvement & commitmentTop management must initiate and support such change

員工發展計畫 :組織方面


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有高興嗎 ?

happy?

有教到嗎 ?Do what is supposed

to do ?

有用到嗎 ?Are theconcepts

used?

有影響嗎 ?Impact?

教育訓練的評估

衡量訓練效果的四個層次 (Kirkpatrick, 1959)

反應

Reaction

學習

Learning

行為

Behavior

結果

Results

員工訓練與發展 國立中山大學企業管理系 13-1 13 員工訓練與發展...

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員工訓練與發展國立中山大學企業管理系 13-1 13 員工訓練與發展...