Documentos de Académico
Documentos de Profesional
Documentos de Cultura
Development
1-1
Introduction: Training for
Competitive Advantage
1-2
Objectives
After reading this chapter, you
should be able to:
1. Discuss the forces influencing the
workplace and learning, and explain how
training can help companies deal with these
forces.
2. Discuss various aspects of the instructional
system design model.
3. Describe the amount and types of training
occurring in various companies.
1-3
Objectives (continued)
1-4
What is training?
1-5
Training Design Process
Ensuring
Conducting Needs Employees’ Creating a Learning
Assessment Readiness for Environment
Training
Monitor and
Select Training
Evaluate the
Method
Program
1-6
Assumptions of Training Design
Approaches
Training design is effective only if it helps
employees reach instructional or training
goals and objectives.
Measurable learning objectives should be
identified before training.
Evaluation plays an important part in
planning and choosing a training method,
monitoring the training program, and
suggesting changes to the training design
process.
1-7
Forces Influencing the
Workplace
and Training
Globalization
Need for leadership
Increased value placed on knowledge
Attracting and winning talent
Quality emphasis
Changing demographics and diversity of the
work force
New technology
High-performance model of work systems
1-8
Core Values of Total Quality
Management
Methods and processes are designed to meet
the needs of internal and external customers.
Every employee in the company receives
training in quality.
Quality is designed into a product or service
so that errors are prevented from occurring,
rather than being detected and corrected.
1-9
Core Values of TQM (continued)
1-
10
Skills needed to manage a
diverse work- force include:
Communicating effectively with employees
from a wide variety of backgrounds.
Coaching and developing employees of
different ages, educational backgrounds,
ethnicities, physical abilities, and races.
Providing performance feedback that is free
of values and stereotypes based on gender,
ethnicity, or physical handicap.
Creating a work environment that allows
employees of all backgrounds to be
innovative.
1-
11
1 - 12
How Managing Cultural Diversity Can
Provide Competitive Advantage
1. Cost argument As organizations become more diverse, the cost of
a poor job in integrating workers will increase.
Those who handle this well will thus create cost
advantages over those who don’t.
2. Resource- Companies develop reputations on favorability as
acquisition prospective employers for women and minorities.
argument Those with the best reputations for managing
diversity will be the most attractive employers for
women and minority groups.
An important edge in a tight labor market.
3. Marketing argument The insight and cultural sensitivity that members
with roots in other countries bring to the
marketing effort should improve these efforts in
important ways.
1 - 13
How Managing Cultural Diversity Can
Provide Competitive Advantage
(continued)
4. Creativity argument Diversity of perspectives and less emphasis on
conformity to norms of the past should improve
the level of creativity.