Mind Map Gallery HR Employee Development
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HR Employee Development
This MindMap was developed to provide organizations with development/training solution to improve and/or overcome the challenges of employee diversity. By creating a mind map of HR employee development, organizations can gain a comprehensive view of the strategies, initiatives, and resources available to support the growth and development of their employees. It serves as a visual tool to identify gaps, prioritize areas of focus, and align employee development efforts with organizational goals.
Edited at 2022-04-30 20:59:07
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- Outline
HR Employee Development/Training
Types of Training
Team
Team Training can be divided into two areas based on two basic team operations: content tasks and group processes.
Ethics
Creating an ethical and productive workplace environment means that people need to be equipped to deal with unethical behavior when they encounter it.
Crisis
Can focus on prevention. Prevention training often includes seminars on stress management, conflict resolution, and team building.
Literacy
The ability to write, speak, and work well with others. Term literacy generally used to mean the mastery of basic skills taught in school--reading, writing & arithmetic. Functional literacy training programs focus on basic skills required to perform a job adquately & capitalize on most workers' motivation to get help or advance in a particular job.
Customer Service
Goal of customer service training is to improve customer service. Important to look at how a product or service is provided to a customer from perspective of the customer
Overall Objective: Improve Customer Service
Specific Behaviorial Dimension: Providing Product/Service Examples:
Worker engages customer with friendly welcome
Worker repeats customer order
Worker carries out steps in correct order to provide the request product/service
Responding to Questions and Complaints
Worker responds positively to questions and describes products/services in greater detail.
Worker addresses complaint and takes action to resolve issue.
Worker contacts supervisor if needed.
Managing the Training Process
The training process consists of three phases: assessment, development and conduct of training and evaluation. In the assessment phase, organizational, task, and person needs are identified and the goals of training are clarified. Several options are available during the training phase. Training can take place either on the job or off the job.
Training vs. Development
Training typically focuses on providing employees with specific skills
Development is a fn effort to provide employees with the abilities that the organization will need in theuture.
Presentation Options
Computers
Teletraining
Slides and Videotapes
Classroom Instruction & Role-Play
Virtual Reality (VR)
Simulations
Skills
The need or deficit is identified via a thorough assessment. Most common in organizations.
Retraining
A subset of skills training. Gives employees the skills they need to keep pace with their job's changing requirements. Unfortunately, not always as effective as hoped.
Diversity
Designed to teach employees about specific cultural and sex differences and how to respond to these in the workplace.Based on the assumption that creativity can be learned. One approach is through brainstorming where participants generate
Creativity
Based on the assumption that creativity can be learned. One approach is through brainstorming where participants generate ideas.
Challenges in Training
Is Training te Solution?
Are the goals clear and realistic
Is Training a good investment?
Will training work?
Legal Issues and Training
Training is affected by legal regulations. The major requirement here is that employees must have access to training and development programs in a nondiscrimatory fashion. Equal opportunity regulations and antidiscrimination laws apply to the training process just as they do to all other HR functions.
Expatriate Assignments & Training Needs
Country Characteristics - How different is the country from the one where the employee currently resides?
Job characteristics - Characteristics of the international assignment can have training implications. The international assignment ma post challenges such as difficulty in obtaining supplies, the quality of materials, and how smoothly the work process operates.
Worker characteristics - The worker's competencies can have obvious implications for training needs. If the expatriate doesn't have a competency needed to adequately perform the foreign assignment, there is an obvious training need.
Avoiding the Promotion of Stereotypes - Develop an empathy for others. Assess your own biases. Keep yourself accountable. Recognize negative effects of prejudice. Be open and accept yourself. Get family support. Be around people you admire.
Avoiding the Appearance of “White Male Bashing” -Management should continually emphasize positive aspects on capitalizing on employee diversity by framing it as something that must be done to gain an competitive advantage 2) is in the best interests of all employees.
Creating an Inclusive Organizational Culture Shared values, beliefs, expectations, and norms in an organization. Structuring projects to be balanced with diverse ethnicities, genders, ages and races will expose employees to diversity and eliminate prejudices.
Management Commitment to Valuing Diversity - Top management of an organization must serve as an example to other employees by demonstrating a commitment to diversity.
Appraising and Rewarding Managers for Good Diversity Practices - Many companies now explicitly provide or withdraw incentives to managers depending on how well they fare on diversity initiatives.
Universal Concept of Management - Individual versus group Fairness. Calls for molding management practices to the workforce's different sets of values, believes, attitudes, and patterns of behaviors.
Accomodation of Family Needs - Employers use options of day care or alternative work patterns as help to female employees due to turnover rate.
Extended Leave - Allows employees to take a sabbatical from the office, sometimes up to three years, with the benefits and the guarantee of a comparable job on return.
Support Groups - designed to provide a nurturing climate for diverse employees feeling shut down.
Glass Ceiling - An invisible barrier in the oranization that prevents them from rising to any higher position.Lower job satisfactgion translates into higher resigation rates resulting in loss of valuable talent.
Cultural Determinism - promoting the idea that one can infer an individual's motivations, interests, values and behavioral traits based on that individual's group memberships.
Senior Mentoring Programs - senior managers identify promising women and minority employees and play an important role in nurturing their career progress.
Old Boys Network -Exlusionary Networks- Many women are hindered by lack of access to his network- informal relationships formed between male managers and executives.
Diversity Audits - may be necessary to uncover possible sources of bias.
Apprenticeships -similar to senior mentoring programs, except that promising prospective employees are groomed before they are actually hired on a permanent basis.
Communication Standards - Employers should communicate expectations to employees. In the beginning employees must outline expectations for employees about workplace conduct, including how employees should handle workplace diversity.
Management Responsibilities - should be one of factors in the performance appraisal system for those in positions of authority.
Diversity Training Programs - provide awareness training and workshops to educate managers and employees on specific cultural and sex differences and how to respond.
Approximately 14% of U.S. population is foreign born although in some areas, such as California, southern Texas, southern Florida, and in New York City, the proportion reaches close to one-third of the population.
African Americans - constitute approximately 13 % of U.S. workforce
Asian Americans - constitute approximately 5.6 of U.S. workforce people with disabilitities 43.5 million people with disabilities iApproximatelyn the United States.