Human Resource Development

by Werner, Jon M.; DeSimone, Randy L.

• ISBN13: 9780324319781
• ISBN10: 0324319789
• Edition: 4th
• Format: Hardcover
• Copyright: 2005-03-14
• Publisher: South-Western College Pub

Summary

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.

Table of Contents

Preface	v
PART 1 FOUNDATIONS OF HUMAN RESOURCE DEVELOPMENT	1	(124)
Introduction to Human Resource Development	2	(35)
Introduction	4	(1)
The Evolution of Human Resource Development	5	(4)
Early Apprenticeship Training Programs	5	(1)
Early Vocational Education Programs	6	(1)
Early Factory Schools	6	(1)
Early Training Programs for Semiskilled and Unskilled Workers	7	(1)
The Human Relations Movement	7	(1)
The Establishment of the Training Profession	8	(1)
Emergence of Human Resource Development	8	(1)
The Relationship Between Human Resource Management and HRD/Training	9	(2)
Primary HRM Functions	10	(1)
Secondary HRM Functions	10	(1)
Line Versus Staff Authority	11	(1)
Human Resource Development Functions	11	(6)
Training and Development (T&D)	11	(1)
Organization Development	12	(1)
Career Development	12	(1)
The ``New Learning and Performance Wheel''	13	(1)
Strategic Management and HRD	14	(2)
The Supervisor's Role in HRD	16	(1)
Organizational Structure of the HRD Function	17	(1)
Roles and Competencies of an HRD Professional	17	(6)
The HRD Executive/Manager	18	(2)
Other HRD Roles and Outputs for HRD Professionals	20	(1)
Certification and Education for HRD Professionals	21	(2)
Challenges to Organizations and to HRD Professionals	23	(3)
Increasing Workforce Diversity	23	(1)
Competing in a Global Economy	24	(1)
Eliminating the Skills Gap	25	(1)
The Need for Lifelong Learning	25	(1)
Facilitating Organizational Learning	26	(1)
A Framework for the HRD Process	26	(4)
Needs Assessment Phase	27	(1)
Design Phase	28	(1)
Implementation Phase	29	(1)
Evaluation Phase	29	(1)
Organization of the Text	30	(1)
Summary	31	(6)
Key Terms and Concepts	32	(1)
Questions for Discussion	32	(1)
Exercise: Interview an HRD Professional	33	(1)
References	33	(4)
Influences on Employee Behavior	37	(37)
Introduction	38	(1)
Model of Employee Behavior	39	(2)
Major Categories of Employee Behavior	40	(1)
External Influences on Employee Behavior	41	(7)
Factors in the External Environment	41	(1)
Factors in the Work Environment	42	(6)
Motivation: A Fundamental Internal Influence on Employee Behavior	48	(12)
Need-Based Theories of Motivation	49	(3)
Cognitive Process Theories of Motivation	52	(6)
Reinforcement Theory: A Noncognitive Theory of Motivation	58	(1)
Summary of Motivation	59	(1)
Other Internal Factors that Influence Employee Behavior	60	(5)
Attitudes	62	(1)
Knowledge, Skills, and Abilities (KSAs)	63	(2)
Summary	65	(9)
Key Terms and Concepts	66	(1)
Questions for Discussion	66	(1)
Exercise: Increasing Employee Motivation	67	(1)
References	68	(6)
Learning and HRD	74	(51)
Introduction	76	(1)
Learning and Instruction	77	(3)
The Search for Basic Learning Principles	77	(1)
Limits of Learning Principles in Improving Training Design	78	(1)
The Impact of Instructional and Cognitive Psychology on Learning Research	79	(1)
Maximizing Learning	80	(12)
Trainee Characteristics	80	(5)
Training Design	85	(3)
Retention of What Is Learned	88	(1)
Transfer of Training	89	(3)
Individual Differences in the Learning Process	92	(10)
Rate of Progress	93	(2)
Attribute-Treatment Interaction (ATI)	95	(1)
Training Adult and Older Workers	96	(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