Training, Development, and Onboarding

Strategic Importance

• Onboarding, training, and development socialize new hires, align skills with job needs, unlock employee potential, and aim to meet career goals
• Time-consuming and expensive, but these efforts can reduce turnover, improve productivity, and raise overall employee satisfaction

Relationship Between Training and Development

• Training focuses on present job-related behavior
• Development prepares for future job responsibilities

Onboarding

• Onboarding helps new hires adjust to their jobs and the organization
• It includes orientation, socialization, training, and development
• Onboarding can increase retention, boost productivity, lower anxiety, increase engagement, and heighten motivation

Orientation

• Includes organizational issues like history, names, titles, overviews, policies and employee handbooks
• Includes HR related topics like pay, vacations, benefits, services, programs and counselling
• Includes role expectations like job location, job overview, safety, job tasks, objectives and relationships

Socialization

• The ongoing process where employees adopt the organization's values and norms
• It turns outsiders into insiders
• This process may begin before the employee's start date

Training

• Training is needed for companies to compete in a global economy
• Training helps retain multi-skilled employees
• Training is needed to work effectively with diverse workforce
• Training is needed because new technologies demand new skills and training strategies

The Training System

• Employee benefits include skill improvement, self-development, self-confidence, and a sense of growth
• Organizational benefits include improved profitability, improved morale, lower costs, and a better corporate image

Needs Assessment

• Needs assessments diagnose current issues and future challenges
• Needs to consider each person
• HRD, supervisors, or self-nomination may determine the need
• Data sources include production records, grievances, safety reports, appraisals, absenteeism, and turnover

Training Objectives

• Are made up of desired behavior, performance criteria and conditions

Learning Principles

• Are made up of Participation, Repetition, Relevance, Transferance and Feedback

Training Technique Trade-Offs

• Cost-effectiveness
• Desired program content
• Appropriateness of facilities
• Trainee preferences
• Trainer preferences
• Learning principles

Training Techniques

• On-the-Job: Job rotation, Apprenticeships, Coaching
• Off-the-Job: Lectures & videos, Job labs & Simulations, Role-playing, Case study, Self-study & Programmed learning

Digital Learning

• Digital learning tools offer performance support through access to databases, online tools, and discussion forums
• Digital learning tools can be synchronous, meaning they happen at a predetermined time
• Digital learning tools can be asynchronous: trainees and trainers interact using email, chat and discussion forums; materials are accessible anytime, but trainer and trainees are not necessarily present at the same time

Virtual Reality/Augmented Reality

• Trainees can use real, modified weapons and deploy supplemental equipment in a virtual environment
• Trainees will be asked to explain their choices after the simulation

Popular Digital Tools

• Blogs which may contain text, graphics, videos and can be interactive
• RSS (Rich Site Summary)
• Webcasts with audio or video clips
• Wikis that can be altered by anyone
• Social networking websites
• MOOCs and Nanodegrees

Employee Development

• Employee development prepares employees for greater roles and authority as formal leaders
• Talent management develops a pool of employees to meet future organizational needs

Steps to Create Employee Development Plans

• Assess employee needs
• Link competencies and skills to business goals
• Identify learning and development activities
• Determine resources
• Identify barriers

Developmental Strategies

• Cognitive strategies focus on increasing knowledge and expertise through lectures, seminars, and academics
• Behavioural strategies focus on changing behavior through role-playing and behavior modeling
• Environmental strategies focus on job rotation, temporary assignments, exchange programs, internal consulting, diversity and inclusion training

Evaluation of Training and Development

• Evaluation criteria includes the reaction, organizational results, knowledge/skill and behaviour

Individual Career Development

• Individuals can demonstrate exceptional job performance, increase visibility, seek mentors, and pursue growth opportunities to promote their career

How Employees Measure Career Success

• Advancement
• Learning
• Employability
• Positive psychological factors

Factors Affecting Individual Career Choice

• Social or Environmental Concern and Generational differences
• Work-Life Balance and Individual values, abilities, and attitudes
• Personality-Job Fit, which include the RIASEC Model & Occupational Types—Realistic, Investigative, Artistic, Social, Enterprising, and Conventional

RIASEC Model & Occupational Types

• Realistic: Doers who prefer to work with "things" and have Assertive coordination, skill & strength. Sample careers: Engineers, physiotherapists, designers and veterinarians.
• Investigative: Thinkers who prefer thinking and observing over action, and understanding over persuasion. Thinkers who prefer to work with "data" Sample careers: Lawyer, professor, chemist and dietician.
• Artistic: Creators who like to work with "ideas" and "things." Sample careers: Culinary arts, musician, teacher and web developer.
• Social: Helpers who like to work with "people." Draw to close relationships and less interested in intellectual or physical tasks.
• Enterprising : Persuaders who like to work with "people" and "data."
• Conventional: Organizers who prefer to work with "data."

Career Management

• Encourages management commitment and support
• Involves workshops, job posting, career guidance, and career counselling
• Involves succession planning, along with assistance from HR: Training, Development and Performance Management

Active Career Planning

• Produces promotable employees
• Decreases turnover
• Grows employees
• Reduces hoarding
• Satisfies needs
• Assists organizations in meeting requirements
• Taps potential from employees
• Optimizes the organizations potential