1. CHAPTER 9 Training Human Resources Section 3 Developing Human Resources

3. Legal Issues and Training Training Design and Delivery Criteria and practices used to select individuals Accommodation of individuals with disabilities Requiring signing of training contracts

6. Performance Consulting Approach Focusing on identifying and addressing root causes of performance problems Documenting and comparing high performers with typical performers Recognizing the interaction of individual and organizational factors Performance Consulting

8. FIGURE 9-3 Intercultural Competence Training Source: Developed by Andrea Graf, PhD, Technical University of Braunschweig, Germany, and Robert L. Mathis, PhD, SPHR.

11. FIGURE 9-6 Elements of Training Design

12. Training Design (cont’d) Learner Readiness Self-Efficacy Motivation to Learn Ability to Learn

13. Training Design (cont’d) Have need to know why they are learning something. Have need to be self-directed. Bring more work-related experiences into the process. Employ a problem-solving approach to learning. Are motivated by both extrinsic and intrinsic factors. Adult Learning Principles

19. Combination Training Approaches Forms of Cooperative Training School-to-Work Transition Apprentice Training Internship

20. FIGURE 9-9 Most Common Apprenticeship Occupations Source: U.S. Department of Labor, 2006, www.dol.gov.

21. Combination Training Approaches (cont’d) Instructor-Led Training Classroom Training Conference Training Corporate “Universities”

22. Effective New Employee Orientation Sample Sample Sample Sample Sample Sample Sample Prepare for new employees Consider using mentors Use an orientation checklist Cover needed information Present orientation information effectively Avoid information overload Evaluate and follow up Making Employee Orientation More Effective