1 / 12

Comprehensive Training Delivery Methods and Evaluation in Human Resource Management

This module on Human Resource Management focuses on training delivery processes, emphasizing internal, external, and e-learning methodologies. Students will learn to define orientation, explore various training methods, and understand training evaluation levels. Key aspects include the importance of learner readiness, diverse learning styles, and the design of effective training programs. The module also covers types of training, including job-specific, interpersonal, and developmental training, with a strong focus on continual learning and evaluation processes such as cost-benefit analysis and ROI.

waldo
Télécharger la présentation

Comprehensive Training Delivery Methods and Evaluation in Human Resource Management

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. MODUL 12HR Training (II) Matakuliah : J0124/Manajemen Sumber Daya Manusia Tahun : 2007/2008

  2. Learning Outcomes After studying this chapter the students should be able to : • Describe internal, external & e-learning as training delivery process • Define orientation • Explain the methods of training • Give an example for each of the four levels of training evaluation

  3. Outline • Training design  learning : the focus of training  types of training • Training delivery  internal training  external training  e-learning  training methods

  4. Evaluation of training  levels of evaluation  cost-benefit analysis  evaluation design

  5. Training design • Working in orgz. should be a continual learning process  learning is the focus of all training activities 3 primary considerations in designing training : • Learner readiness • Different learning styles • Designing training for transfer

  6. Learner readiness • Ability to learn • Motivation to learn • Self efficacy

  7. Learning styles • Adult learning * active practice * spaced practice * massed practice • Behavior modelling • Reinforcement & immediate confirmation

  8. Types of training • Required & regular training • Job/technical training • Interpersonal & problem-solving training • Developmental & innovative training  Orientation : training for new employee

  9. Training delivery • Internal training * informal training * on-the-job training • External training * outsourcing of training * government-supported job training • E-learning

  10. Methods of Training • Cooperative training * internships * apprentice training • Intructor-led Classroom & Conference training • Distance training

  11. Evaluating Training • Levels of evaluation * Reaction * Learning * Behavior * Results • Cost-benefit analysis • Evaluation design

  12. CLOSING • Training design must consider learner readiness, learning environment, legal issues & training transfer • Basic learning considerations should include trainees ability, motivation, learning styles & concepts • Explain the methods of training • Training evaluation may include cost-benefit analysis, ROI & benchmarking

More Related