Effective Training: Strategies, Systems and Practices, 3 rd Edition

1. Effective Training: Strategies, Systems and Practices, 3rd Edition P. Nick Blanchard and James W. Thacker Key Areas of Training Chapter Ten

2. Stage Models of Socialization • Anticipatory -socialization/prearrival/ entry – prior information • Encounter/socialization stage – roles clarified, establish interpersonal relationships, confirm/disconfirm expectations • Role management/change and acquisition, mutual acceptance – change and acquisition, resolve conflicts Chapter 10

3. People Processing Strategies • Formal versus informal –segregated from work context or not/similar vs. unique experiences • Individual versus collective • Sequential versus nonsequential – probation, etc. versus completely at end of orientation • Fixed versus variable – time frame set Chapter 10

4. People Processing Strategies (continued) • Separate groups – sorted by tracks vs. all together • Internal/external – senior members/mentors work with recruits vs. trainers not part of work group • Investiture versus divestiture – preserve or strip away part’s of newcomer’s identity Chapter 10

5. Possible Positive Outcomes from an Effective Orientation – Part 1 of 3 Chapter 10

6. Positive Outcomes Possible from an Effective Orientation – Part 2 of 3 Chapter 10

7. Positive Outcomes Possible from an Effective Orientation – Part 3 of 3 Chapter 10

8. Problems with Orientation Programs • Paperwork • Information overload/irrelevance • Scare tactics • Too much selling of organization • Emphasis on formal, one-way information • One-shot – such as one day • No diagnosis or evaluation • Lack of follow-up Chapter 10

9. What Is Diversity? • Although definitions vary, diversity simply refers to human characteristics that make people different from one another • Not just individual characteristics over which a person has little or no control include biologically determined characteristics such as race, sex, age, and certain physical attributes, as well as the family and society into which he or she is born. • It is important to keep in mind the distinction between the sources of diversity and the diversity itself. Without this distinction, stereotyping tends to occur. Chapter 10

10. Advantages of an Effective Diverse Workforce – Part 1 of 4 Chapter 10

11. Advantages of an Effective Diverse Workforce – Part 2 of 4 Less turnover which would translate into less rehiring due to quits. Reduced tension, leading to less absenteeism, fighting, refusing to cooperate on projects and so forth. Lower costs associated with legal representation and settling lawsuits for discrimination. Reduced Costs Chapter 10

12. Advantages of an Effective Diverse Workforce – Part 3 of 4 Chapter 10

13. Advantages of an Effective Diverse Workforce – Part 4 of 4 Chapter 10

14. Diversity Training . • Adopt an inclusive definition of diversity that addresses all kinds of differences among employees, including (but not limited to) race, gender, national origin, disabilities and age. • Make sure that top management is not only committed to establishing a diversity program but also communicates that commitment directly to all employees. Chapter 10

15. Agenda for Assuring Diversity Remains an Important Part of the Organization – Part 1 of 2 Chapter 10

16. Agenda for Assuring Diversity Remains an Important Part of the Organization – Part 2 of 2 Chapter 10

17. Avoiding Backlash • Trainer should be a model for valuing diversity • Don’t force people to reveal feelings • Respect individual life styles • Don’t put pressure on one group to change Chapter 10

18. Avoiding Backlash (continued) • Integrate with organizational overall approach to diversity • Avoid taking a remedial approach identifying trainees as having problems • Allow open discussions Chapter 10

19. Effective Strategies for Dealing with Sexual Harassment – Part 1 of 3 Chapter 10

20. Effective Strategies for Dealing with Sexual Harassment – Part 2 of 3 Chapter 10

21. Effective Strategies for Dealing with Sexual Harassment – Part 3 of 3 Chapter 10

22. Warns that violations could be punished by discipline that could include dismissal regardless of level in the organization. • Pledges that investigations will be conducted promptly and there will be no retaliation for reporting such issues. What Experts Suggest is Necessary to Include in a Sexual Harassment Policy – • Have a “hotline” dedicated to such reporting. Chapter 10

23. Tips for improving self efficacy of those requiring literacy training. Chapter 10

24. Other Training Programs • Training and equity • The glass ceiling • Disabled • Basic skills training • Safety Training Chapter 10