Human Resource Development

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ISBN: 9780324319781 | 0324319789
Cover: Hardcover
Copyright: 3/14/2005

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Master the basics of human resource development with HUMAN RESOURCE DEVELOPMENT! Providing you with a clear understanding of the concepts, processes, and practices that form the basis of success, this management text shows you how concepts and theory can be put into practice in a variety of organizations. Coverage includes strategic issues in HRD, employee behavior, implementing HRD programs, training, research and statistics, and team-based coverage.

Preface

PART 1 FOUNDATIONS OF HUMAN RESOURCE DEVELOPMENT

(124)

Introduction to Human Resource Development

(35)

Introduction

(1)

The Evolution of Human Resource Development

(4)

Early Apprenticeship Training Programs

(1)

Early Vocational Education Programs

(1)

Early Factory Schools

(1)

Early Training Programs for Semiskilled and Unskilled Workers

(1)

The Human Relations Movement

(1)

The Establishment of the Training Profession

(1)

Emergence of Human Resource Development

(1)

The Relationship Between Human Resource Management and HRD/Training

(2)

Primary HRM Functions

(1)

Secondary HRM Functions

(1)

Line Versus Staff Authority

(1)

Human Resource Development Functions

(6)

Training and Development (T&D)

(1)

Organization Development

(1)

Career Development

(1)

The ``New Learning and Performance Wheel''

(1)

Strategic Management and HRD

(2)

The Supervisor's Role in HRD

(1)

Organizational Structure of the HRD Function

(1)

Roles and Competencies of an HRD Professional

(6)

The HRD Executive/Manager

(2)

Other HRD Roles and Outputs for HRD Professionals

(1)

Certification and Education for HRD Professionals

(2)

Challenges to Organizations and to HRD Professionals

(3)

Increasing Workforce Diversity

(1)

Competing in a Global Economy

(1)

Eliminating the Skills Gap

(1)

The Need for Lifelong Learning

(1)

Facilitating Organizational Learning

(1)

A Framework for the HRD Process

(4)

Needs Assessment Phase

(1)

Design Phase

(1)

Implementation Phase

(1)

Evaluation Phase

(1)

Organization of the Text

(1)

Summary

(6)

Key Terms and Concepts

(1)

Questions for Discussion

(1)

Exercise: Interview an HRD Professional

(1)

References

(4)

Influences on Employee Behavior

(37)

Introduction

(1)

Model of Employee Behavior

(2)

Major Categories of Employee Behavior

(1)

External Influences on Employee Behavior

(7)

Factors in the External Environment

(1)

Factors in the Work Environment

(6)

Motivation: A Fundamental Internal Influence on Employee Behavior

(12)

Need-Based Theories of Motivation

(3)

Cognitive Process Theories of Motivation

(6)

Reinforcement Theory: A Noncognitive Theory of Motivation

(1)

Summary of Motivation

(1)

Other Internal Factors that Influence Employee Behavior

(5)

Attitudes

(1)

Knowledge, Skills, and Abilities (KSAs)

(2)

Summary

(9)

Key Terms and Concepts

(1)

Questions for Discussion

(1)

Exercise: Increasing Employee Motivation

(1)

References

(6)

Learning and HRD

(51)

Introduction

(1)

Learning and Instruction

(3)

The Search for Basic Learning Principles

(1)

Limits of Learning Principles in Improving Training Design

(1)

The Impact of Instructional and Cognitive Psychology on Learning Research

(1)

Maximizing Learning

(12)

Trainee Characteristics

(5)

Training Design

(3)

Retention of What Is Learned

(1)

Transfer of Training

(3)

Individual Differences in the Learning Process

(10)

Rate of Progress

(2)

Attribute-Treatment Interaction (ATI)

(1)

Training Adult and Older Workers

(6)

Learning Strategies and Styles

102

(3)

Kolb's Learning Styles

102

(1)

Learning Strategies

103

(1)

Perceptual Preferences

104

(1)

Recent Developments in Instructional and Cognitive Psychology

105

(7)

The ACT*/ACT-R Approach to Learning Procedural Skills

105

(2)

Learning to Regulate One's Own Behavior

107

(1)

Expert and Exceptional Performance

107

(2)

Gagne's Theory of Instruction

109

(3)

Summary

112

(13)

Key Terms and Concepts

113

(1)

Questions for Discussion

114

(1)

Exercise 1: Learning Styles

115

(1)

Exercise 2: VARK Questionnaire

115

(1)

References

115

(10)

PART 2 FRAMEWORK FOR HUMAN RESOURCE DEVELOPMENT

125

(160)

Assessing HRD Needs

126

(38)

Introduction

127

(5)

Definition and Purposes of Needs Assessment

128

(2)

What Is a Training or HRD Need?

130

(2)

Levels of Needs Analysis

132

(1)

Strategic/Organizational Analysis

132

(6)

Components of a Strategic/Organizational Needs Analysis

132

(2)

Advantages of Conducting a Strategic/Organizational Analysis

134

(1)

Methods of Strategic/Organizational Analysis

134

(4)

Task Analysis

138

(8)

The Task Analysis Process

140

(4)

An Example of a Task Analysis: Texas Instruments

144

(1)

A Unique Task Analysis Approach at Boeing

145

(1)

Summary of Task Analysis

146

(1)

Person Analysis

146

(7)

Components of Person Analysis

148

(1)

Performance Appraisal in the Person Analysis Process

149

(3)

Developmental Needs

152

(1)

The Employee as a Source of Needs Assessment Information

152

(1)

The ``Benchmarks'' Specialized Person Analysis Instrument

153

(1)

Prioritizing HRD Needs

153

(2)

Participation in the Prioritization Process

154

(1)

The HRD Advisory Committee

154

(1)

The HRD Process Model Debate

155

(2)

Summary

157

(7)

Key Terms and Concepts

158

(1)

Questions for Discussion

158

(1)

Exercise: Conducting a Task Analysis

159

(1)

References

159

(5)

Designing Effective HRD Programs

164

(28)

Introduction

165

(3)

Defining the Objectives of the HRD Intervention

168

(4)

The ``Make Versus Buy'' Decision: Creating or Purchasing HRD Programs

172

(3)

Selecting the Trainer

175

(2)

Train-the-Trainer Programs

176

(1)

Preparing a Lesson Plan

177

(4)

Selecting Training Methods and Media

181

(3)

Preparing Training Materials

184

(2)

Program Announcements

185

(1)

Program Outlines

185

(1)

Training Manuals or Textbooks

185

(1)

Scheduling the HRD Program

186

(2)

Scheduling During Work Hours

186

(1)

Scheduling After Work Hours

187

(1)

Registration and Enrollment Issues

188

(1)

Summary

188

(4)

Key Terms and Concepts

189

(1)

Questions for Discussion

189

(1)

Exercise 1: Objective Writing for a Diversity Training Program

189

(1)

Exercise 2: Objective Writing for a Training Program of Your Choice

190

(1)

References

190

(2)

Implementing HRD Programs

192

(38)

Introduction

193

(2)

Training Delivery Methods

195

(1)

On-the-Job Training (OJT) Methods

196

(4)

Job Instruction Training (JIT)

198

(2)

Job Rotation

200

(1)

Classroom Training Approaches

200

(12)

The Lecture Approach

201

(1)

The Discussion Method

202

(1)

Audiovisual Media

203

(4)

Experiential Methods

207

(5)

Self-Paced/Computer-Based Training Media and Methods

212

(5)

Some Final Issues Concerning Training Program Implementation

217

(5)

Arranging the Physical Environment

219

(1)

Getting Started

220

(2)

Summary

222

(8)

Key Terms and Concepts

222

(1)

Questions for Discussion

222

(1)

Exercise 1: Generating Questions for Discussion Leading

223

(1)

Exercise 2: Designing E-Learning Materials

223

(1)

References

223

(7)

Evaluating HRD Programs

230

(55)

Introduction

231

(2)

The Purpose of HRD Evaluation

233

(2)

How Often Are HRD Programs Evaluated?

234

(1)

The Evaluation of Training and HRD Programs Prior to Purchase

234

(1)

Changing Evaluation Emphases

235

(1)

Models and Frameworks of Evaluation

235

(7)

Kirkpatrick's Evaluation Framework

236

(2)

Other Frameworks or Models of Evaluation

238

(1)

Comparing Evaluation Frameworks

239

(3)

Data Collection for HRD Evaluation

242

(7)

Data Collection Methods

242

(2)

Choosing Data Collection Methods

244

(3)

Types of Data

247

(1)

The Use of Self-Report Data

248

(1)

Research Design

249

(2)

Ethical Issues Concerning Evaluation Research

251

(3)

Confidentiality

252

(1)

Informed Consent

252

(1)

Withholding Training

252

(1)

Use of Deception

253

(1)

Pressure to Produce Positive Results

253

(1)

Assessing the Impact of HRD Programs in Dollar Terms

254

(8)

Evaluation of Training Costs

254

(8)

A Closing Comment on HRD Evaluation

262

(1)

Summary

263

(10)

Key Terms and Concepts

264

(1)

Questions for Discussion

264

(1)

Exercise: Calculating the Costs and Benefits of Training

265

(1)

Integrative Case: What Went Wrong at University Hospital?

266

(1)

References

267

(6)

Appendix 7-1

Appendix to Chapter 7: More on Research Design

273

(12)

Research Design Validity

273

(1)

Nonexperimental Designs

274

(3)

Experimental Designs

277

(2)

Quasi-Experimental Designs

279

(1)

Statistical Power: Ensuring that a Change Will Be Detected if One Exists

280

(2)

Selecting a Research Design

282

(1)

Appendix References

283

(2)

PART 3 HUMAN RESOURCE DEVELOPMENT APPLICATIONS

285

(364)

Employee Socialization and Orientation

286

(38)

Introduction

287

(1)

Socialization: The Process of Becoming an Insider

288

(5)

Some Fundamental Concepts of Socialization

289

(2)

Content of Socialization

291

(1)

Outcomes of Socialization

292

(1)

Various Perspectives on the Socialization Process

293

(6)

Stage Models of Socialization

293

(2)

People Processing Tactics and Strategies

295

(2)

Newcomers as Proactive Information Seekers

297

(1)

What Do Newcomers Need?

298

(1)

The Realistic Job Preview

299

(5)

How Realistic Job Previews Are Used

301

(2)

Are Realistic Job Previews Effective?

303

(1)

Employee Orientation Programs

304

(12)

Assessment and the Determination of Orientation Program Content

305

(1)

Orientation Roles

306

(5)

Problems with Orientation Programs

311

(1)

Designing and Implementing an Employee Orientation Program

312

(1)

Evaluation of Orientation Program Effectiveness

313

(3)

Summary

316

(8)

Key Terms and Concepts

316

(1)

Questions for Discussion

317

(1)

Exercise: Designing a Technology-Enhanced Orientation Program

317

(1)

References

318

(6)

Skills and Technical Training

324

(42)

Introduction

325

(1)

Basic Workplace Competencies

326

(2)

Basic Skills/Literacy Programs

328

(3)

Addressing Illiteracy in the Workplace

329

(1)

Designing an In-House Basic Skills/Literacy Program

329

(1)

Federal Support for Basic Skills Training

330

(1)

Technical Training

331

(13)

Apprenticeship Training Programs

332

(2)

Computer Training Programs

334

(1)

Technical Skills/Knowledge Training

335

(1)

Safety Training

336

(4)

Quality Training

340

(4)

Interpersonal Skills Training

344

(6)

Sales Training

344

(1)

Customer Relations/Service Training

345

(2)

Team Building/Training

347

(3)

Role of Labor Unions in Skills and Technical Training Programs

350

(2)

Joint Training Programs

350

(2)

Professional Development and Education

352

(4)

Continuing Education at Colleges and Universities

352

(1)

Continuing Education by Professional Associations

353

(1)

Company-Sponsored Continuing Education

354

(1)

HRD Department's Role in Continuing Education

354

(2)

Summary

356

(10)

Key Terms and Concepts

357

(1)

Questions for Discussion

357

(1)

Exercise: Evaluating a Class Project Team

358

(1)

References

358

(8)

Coaching and Performance Management

366

(36)

Introduction

368

(1)

The Need for Coaching

368

(1)

Coaching: A Positive Approach to Managing Performance

369

(1)

Coaching and Performance Management

369

(1)

Definition of Coaching

370

(3)

Role of the Supervisor and Manager in Coaching

372

(1)

The HRD Professional's Role in Coaching

373

(1)

Coaching to Improve Poor Performance

373

(11)

Defining Poor Performance

374

(1)

Responding to Poor Performance

375

(2)

Conducting the Coaching Analysis

377

(4)

The Coaching Discussion

381

(3)

Maintaining Effective Performance and Encouraging Superior Performance

384

(1)

Skills Necessary for Effective Coaching

385

(3)

The Effectiveness of Coaching

388

(2)

Employee Participation in Discussion

388

(1)

Being Supportive

389

(1)

Using Constructive Criticism

389

(1)

Setting Performance Goals During Discussion

389

(1)

Training and the Supervisor's Credibility

389

(1)

Organizational Support

390

(1)

Closing Comments on Coaching and Performance Management

390

(3)

Summary

393

(9)

Key Terms and Concepts

394

(1)

Questions for Discussion

394

(1)

Exercise: Design Your Own Performance Management System

395

(1)

References

395

(7)

Employee Counseling and Wellness Services

402

(52)

Introduction

403

(3)

Employee Counseling as an HRD Activity

405

(1)

The Link Between Employee Counseling and Coaching

405

(1)

An Overview of Employee Counseling Programs

406

(3)

Components of the Typical Program

406

(2)

Who Provides the Service?

408

(1)

Characteristics of Effective Employee Counseling Programs

408

(1)

Employee Assistance Programs

409

(11)

Substance Abuse

409

(1)

Mental Health

410

(2)

The EAP Approach to Resolving Employee Personal Problems

412

(5)

Effectiveness of EAPs

417

(3)

Stress Management Interventions

420

(5)

Defining Stress

421

(2)

A Model of Stress Management Interventions

423

(1)

The Effectiveness of Stress Management Interventions

424

(1)

Employee Wellness and Health Promotion Programs

425

(7)

Exercise and Fitness Interventions

428

(1)

Smoking Cessation

429

(1)

Nutrition and Weight Control Interventions

430

(1)

Control of Hypertension

431

(1)

Overall Effectiveness of Health and Wellness Programs

432

(1)

Issues in Employee Counseling

432

(7)

Effectiveness of Employee Counseling Interventions

432

(1)

Legal Issues in Employee Counseling Programs

433

(4)

Whose Responsibility Is Employee Counseling?

437

(1)

Ethical Issues in Employee Counseling

438

(1)

Unintended Negative Outcomes of Employee Counseling Programs

439

(1)

Closing Comments

439

(1)

Summary

440

(14)

Key Terms and Concepts

441

(1)

Questions for Discussion

441

(1)

Exercise: How are You Dealing with Work Stress?

442

(1)

References

442

(12)

Career Management and Development

454

(59)

Introduction

455

(4)

The ``New Employment Relationship''

456

(2)

Impact of the New Employment Relationship on Organizational Career Management and Development

458

(1)

Defining Career Concepts

459

(3)

What Is a Career?

459

(1)

Relationship of Career to Nonwork Activities

460

(1)

Career Development

460

(1)

Career Planning and Career Management

461

(1)

Stages of Life and Career Development

462

(6)

Stage Views of Adult Development

463

(5)

Models of Career Development

468

(5)

Traditional Models of Career Development

468

(4)

Reconciling the Traditional and Contemporary Career Models

472

(1)

Life Stage and Career Models as the Conceptual Base for Career Development

473

(1)

The Process of Career Management

473

(5)

An Individually Oriented Management Model

473

(3)

Organizationally Oriented Career Management Models

476

(2)

Roles in Career Management

478

(2)

The Individual's Role

478

(1)

The Manager's Responsibility

479

(1)

The HRD and Career Development Professional's Responsibility

479

(1)

Career Development Practices and Activities

480

(11)

Self-Assessment Tools and Activities

482

(1)

Individual Counseling or Career Discussions

483

(1)

Internal Labor Market Information Exchanges and Job Matching Systems

484

(2)

Organization Potential Assessment Processes

486

(2)

Developmental Programs

488

(3)

Issues in Career Development

491

(6)

Developing Career Motivation

491

(2)

The Career Plateau

493

(2)

Career Development for Nonexempt Employees

495

(1)

Enrichment: Career Development Without Advancement

496

(1)

Delivering Effective Career Development Systems

497

(3)

Summary

500

(13)

Key Terms and Concepts

501

(1)

Questions for Discussion

501

(1)

Exercise: A Career Planning Essay

502

(1)

References

503

(10)

Management Development

513

(48)

Introduction

514

(3)

Extent of Management Development Activities

516

(1)

Organization of the Chapter

516

(1)

Describing the Manager's Job: Management Roles and Competencies

517

(10)

Approaches to Understanding the Job of Managing

518

(3)

Managers as Persons: A Holistic View of the Manager's Job

521

(3)

Importance of Needs Assessment in Determining Managerial Competencies

524

(1)

The Globally Competent Manager

525

(2)

What Competencies Will Future Managers Need?

527

(1)

Making Management Development Strategic

527

(3)

Management Education

530

(6)

Bachelor's or Master's Degree Programs in Business Administration

530

(2)

Executive Education Programs

532

(4)

Management Training and Experiences

536

(7)

Company-Designed Courses

537

(1)

Corporate Universities

537

(1)

On-the-Job Experiences

538

(5)

Examples of Approaches Used to Develop Managers

543

(6)

Leadership Training

543

(3)

Behavior Modeling Training

546

(3)

Designing Effective Management Development Programs

549

(1)

Summary

550

(11)

Key Terms and Concepts

551

(1)

Questions for Discussion

551

(1)

Exercise: Profiling an Effective Leader

552

(1)

References

552

(9)

Organization Development and Change

561

(51)

Introduction

562

(1)

Organization Development Defined

563

(1)

Plan of the Chapter

563

(1)

Organization Development Theories and Concepts

563

(5)

Change Process Theory

563

(2)

Implementation Theory

565

(2)

Limitations of Research Supporting OD Theories

567

(1)

Model of Planned Change

568

(2)

Designing an Intervention Strategy

570

(7)

Specific Roles

570

(4)

Steps for Designing an Intervention Strategy

574

(2)

Role of HRD Practitioners in the Design of OD Interventions

576

(1)

The Role of Labor Unions in OD Interventions

576

(1)

Types of Interventions: Human Process-Based

577

(2)

Survey Feedback

577

(1)

Team Building

578

(1)

Effectiveness of Human Process-Based Interventions

579

(1)

Types of Interventions: Technostructural

579

(3)

Job Enlargement

579

(1)

Job Enrichment

580

(1)

Alternative Work Schedules

580

(1)

Effectiveness of Technostructural Interventions

581

(1)

Types of Interventions: Sociotechnical Systems

582

(7)

Quality Circles

582

(1)

Total Quality Management

583

(3)

Self-Managing Teams

586

(2)

Differences Between TQM and SMT Interventions

588

(1)

HRD Programs as Sociotechnical Interventions Techniques

588

(1)

Types of Interventions: Organizational Transformation

589

(9)

Cultural Interventions

589

(1)

Strategic Changes

590

(1)

Becoming a Learning Organization

590

(4)

High Performance Work Systems

594

(3)

Effectiveness of Organizational Transformation Change Strategies

597

(1)

Role of HRD Practitioners in Organizational Transformation

597

(1)

Whither Organization Development?

598

(1)

Summary

599

(13)

Key Terms and Concepts

600

(1)

Questions for Discussion

601

(1)

Exercise: Force Field Analysis and You

601

(1)

References

602

(10)

HRD and Diversity: Diversity Training and Beyond

612

(37)

Introduction

613

(1)

Organizational Culture

614

(2)

Labor-Market Changes and Discrimination

616

(5)

Discrimination

616

(3)

Equal Employment Opportunity

619

(1)

The Glass Ceiling

620

(1)

Impact of Recent Immigration Patterns

621

(1)

Adapting to Demographic Changes

621

(9)

Affirmative Action Programs

622

(2)

Valuing Differences and Diversity Training

624

(2)

Managing Diversity

626

(4)

Cross-Cultural Education and Training Programs

630

(3)

Human Resource Development Programs for Culturally Diverse Employees

633

(6)

Socialization and Orientation

635

(1)

Career Development

636

(1)

Mentoring to Promote Diversity

636

(1)

Sexual and Racial Harassment Training

637

(2)

Other Human Resource Management Programs and Processes

639

(1)

Closing Comments

640

(1)

Summary

641

(8)

Key Terms and Concepts

641

(1)

Questions for Discussion

642

(1)

Exercise: Views on Diversity

642

(1)

References

643

(6)

Glossary

649

(26)

Name Index

675

(8)

Subject Index

683

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Human Resource Development

Summary

Table of Contents

Supplemental Materials

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Summary

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