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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...
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員工訓練與發展 國立中山大學企業管理系
13-13-11
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