HRS 105 - Training and Development

1. Apply a systems approach model that utilizes different types of training programs to meet company learning needs.
2. Apply each of the types and levels of needs analysis. 
3. Explain how a successful career development program integrates individual and organizational needs, and cite ways in which employers can facilitate such a program for women, members of minority groups, and dual-career couples.
4. Describe the types and characteristics of an effective performance appraisal program.
5. Discuss why performance appraisals fail and problems associated with appraisals.
6. Recognize different technology methods that influence training and development.

1. Discuss the systems approach to training and development.
2. Describe the components of training-needs assessment.
3. Identify the principles of learning and describe how they facilitate training.
4. Identify the types of training methods used for managers and nonmanagers.
5. Discuss the advantages and disadvantages of various evaluation criteria.
6. Describe the special training programs that are currently popular.
7. Explain how a career development program integrates individual and organizational needs.
8. Describe the conditions that help to make a career development program successful.
9. Discuss how job opportunities can be inventoried and employee potential assessed.
10. Describe the methods used for identifying and developing managerial talent.
11. Cite the ways in which employers can facilitate the career development of women.
12. Cite the ways in which employers can facilitate the career development of members of minority groups and of dual-career couples.
13. Describe the various aspects of personal career development that one should consider.
14. Explain the purposes of performance appraisals and the reasons they fail.
15. Identify the characteristics of an effective appraisal program.
16. Describe the different sources of appraisal information.
17. Explain the various methods used for performance evaluation.
18. Outline the characteristics of an effective performance appraisal interview.

1. The Scope of Training
   1. Investments in training
   2. A systems approach to training
2. Conducting the Needs Assessment
   1. Organization analysis
   2. Who should conduct training assessments?
   3. Task analysis
   4. Person analysis
   5. Tips for conducting a competency assessment
3. Designing the Training Program
   1. Instructional objectives
   2. Trainee readiness and motivation
   3. Principles of learning
   4. Characteristics of instructors
4. Implementing the Training Program
   1. Training methods for non-managerial employees
   2. Job instruction training
   3. Advantages of computer-based training
   4. Methods for management development
5. Evaluating the Training Program
   1. Reactions
   2. Learning
   3. Behavior
   4. Results
6. Special Topics in Training and Development
   1. Orientation training
   2. Benchmarking HR training
   3. Basic skills training
   4. Team training
   5. Diversity training
7. Elements of Career Development Programs
   1. Determining individual and organizational needs
   2. Creating favorable conditions
   3. Inventorying job opportunities
   4. Gauging employee potential
8. Career Development and Management Succession
   1. Inventorying management talent
   2. Using assessment centers
   3. Determining individual development needs
   4. Mentoring
9. Career Development for a Diverse Workforce
   1. Career development for women
   2. Maximizing the human resources of female and male managers
   3. Career development for minorities
   4. Dual-career couples
10. Personal Career Development
    1. Stages of career development
    2. Developing personal skills and competencies
    3. Choosing a career
    4. Campbell Interest and Skill Survey:  Individual Profile
    5. Choosing an employer
    6. The Plateauing Trap
    7. Becoming an Entrepreneur
    8. Keeping a career in perspective
11. Performance Appraisal Programs
    1. Purposes of performance appraisal
    2. Reasons appraisal programs sometimes fail
12. Developing an Effective Appraisal Program
    1. Establishing performance standards
    2. Complying with the law
    3. Deciding who should appraise performance
    4. Putting it all together: 360-Degree Appraisal
    5. Training appraisers
13. Performance Appraisal Methods
    1. Supervisor’s checklist for the performance appraisal
    2. Trait methods
    3. Graphic rating scale with provision for comments
    4. Example of mixed-standard scale behavioral methods
    5. Sample items from behavior observation scales
    6. Results methods
    7. Which performance appraisal method to use?
    8. Example of goal-setting worksheet
14. Appraisal Interviews
    1. Three types of appraisal interviews
    2. Conducting the appraisal interview
    3. Improving performance