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1、1CHAPTERChapter6TrainingandDevelopment培训与开发overviewAsorganizationscompeteandchange,traininganddevelopmentbecomeevenmorecriticalthanbefore.Employeesmustbetrainedanddevelopedcontinuallyinordertomaintainandupdatetheircapabilities;managersmusthavetraininganddevelopmenttoenhancet
2、heirleadershipskillsandabilities.Asabriefreviewofterms,traininginvolvesanexpertworkingwithlearnerstotransfertothemcertainareasofknowledgeorskillstoimproveintheircurrentjobs.Developmentisabroad,ongoingsetofactivities(trainingactivitiesamongthem)tobringsomeoneoranorganizationu
3、ptoanotherthresholdofperformance,oftentoperformsomejobornewroleinthefuture.mainpointsinthischapter6.1StrategicTraining6.2TheTrainingProcess6.3DevelopingHumanResources6.1StrategicTrainingTrainingisaprocesswherebypeopleacquirecapabilitiestoaidintheachievementoforganizationalgo
4、als.Itprovidesemployeeswithspecific,identifiableknowledgeandskillsforuseintheirpresentjobs.Strategictrainingfocusesoneffortsthatdevelopcompetencies,value,andcompetitiveadvantagesoftheorganization.Thisbasicallymeansthattrainingandlearningmustbebasedonorganizationalstrategicpl
5、ansandHRplanningefforts.Trainingisstrategicwhenit:(1)developsworker’sessentialabilities,(2)encouragesadaptabilitytochange,(3)promotesongoinglearningintheorganization,(4)createsanddisseminatesnewknowledgethroughouttheorganization,(5)facilitatescommunicationandfocus.6.2TheTrai
6、ningProcessEffectiveimplementationofstrategictrainingrequiresuseofasystematictrainingprocesswhichincludesthefourphases:assessment,design,delivery,andevaluation.Usingsuchaprocessreducesthelikelihoodthatunplanned,uncoordinated,andhaphazardtrainingeffortswilloccur.6.2.1Training
7、NeedsAssessmentAssessingorganizationaltrainingneedsrepresentsthediagnosticphaseofsettingobjectives.Thisassessmentconsidersemployeeandorganizationalperformanceissuestodetermineiftrainingcanhelp.Oncethetrainingneedsareidentified,theassessmenteffortsthenspecifytheobjectivestobe
8、accomplished.OrganizationalAnalysesTrainingneedscanbediagnosedthroughorgani
