HRM617 Handouts

Contents

Lesson 01 Reconceiving The Challenge Of Change: The Importance Of Individual Development ......................................... 1 Lesson 02 Reconceiving The Challenge Of Change: The Importance Of Individual Development ......................................... 4 Lesson 03 Forces Affecting Working And Learning................................................................................................................ 8 Lesson 04 Introduction To Training And Development ......................................................................................................... 13 Lesson 05 Strategic Training .................................................................................................................................................. 17 Lesson 06 Strategic Training (Continued).............................................................................................................................. 25 Lesson 07 Strategic Training (Continued).............................................................................................................................. 29 Lesson 08 Models of organizing the training department ...................................................................................................... 31 Lesson 09 Corporate boot camps ........................................................................................................................................... 36 Lesson 10 Training Needs Assessment .................................................................................................................................. 42 Lesson 11 Training Needs Assessment (Continued) .............................................................................................................. 45 Lesson 12 Training Needs Assessment (Continued) .............................................................................................................. 50 Lesson 13 Learning ................................................................................................................................................................ 60 Lesson 14 Learning (Continued) ............................................................................................................................................ 64 Lesson 15 Learning (Continued) ............................................................................................................................................ 67 Lesson 16 Learning (Continued) ............................................................................................................................................ 70 Lesson 17 Learning (Continued) ............................................................................................................................................ 78 Lesson 18 Learning (Continued) ............................................................................................................................................ 82 Lesson 19 Transfer Of Training ............................................................................................................................................. 90 Lesson 20 Transfer Of Training (Continued) ......................................................................................................................... 96 Lesson 21 Transfer Of Training (Continued) ......................................................................................................................... 99 Lesson 22 Training Evaluation ............................................................................................................................................ 103 Lesson 23 Training Evaluation (Continued) ........................................................................................................................ 108 Lesson 24 Training Evaluation (Continued) ........................................................................................................................ 112 Lesson 25 Training Evaluation (Continued) ........................................................................................................................ 117 Lesson 26 Training Methods ................................................................................................................................................ 126 Lesson 27 Training Methods (Continued) ............................................................................................................................ 130 Lesson 28 Training Methods (Continued) ............................................................................................................................ 133 Lesson 29 Training Methods (Continued) ............................................................................................................................ 137 Lesson 30 E-Learning And Use Of Technology .................................................................................................................. 141 Lesson 31 Use Of New Technologies In Training ............................................................................................................... 146 Lesson 32 Use Of New Technologies In Training (Continued) ........................................................................................... 153 Lesson 33 Use Of New Technologies In Training (Continued) ........................................................................................... 157 Lesson 34 Employee Development ...................................................................................................................................... 163 Lesson 35 Employee Development (Continued) .................................................................................................................. 166 Lesson 36 Employee Development (Continued) .................................................................................................................. 170 Lesson 37 Employee Development (Continued) .................................................................................................................. 175 Lesson 38 Employee Development (Continued) .................................................................................................................. 179 Lesson 39 Employee Development (Continued) .................................................................................................................. 181 Lesson 40 Special Issues In Training And Employee Development .................................................................................... 183 Lesson 41 Special Issues In Training And Employee Development (Continued) ................................................................ 189 Lesson 42 Special Issues In Training And Employee Development (Continued) ................................................................ 193 Lesson 43 Special Issues In Training And Employee Development (Continued) ................................................................ 198 Lesson 44 Special Issues In Training And Employee Development (Continued) ................................................................ 200 Lesson 45 Career Management And Development .............................................................................................................. 204

LESSON 01 · INDIVIDUAL DEVELOPMENT · RECONCEIVING THE CHALLENGE OF CHANGE

What will distinguish your leadership from others’ in the years ahead? It will be your ability to develop yourself, your people, and your teams. Throughout the world—and this is as true in the United States and Europe as it is in China and India—human capability will be the critical variable in the new century. But leaders who seek to win a war for talent by conceiving of capability as a fixed resource to be found “out there” put themselves and their organizations at a serious disadvantage. In contrast, leaders who ask themselves, “What can I do to make my setting the most fertile ground in the world for the growth of talent?” put themselves in the best position to succeed. These leaders understand that for each of us to deliver on our biggest aspirations—to take advantage of new opportunities or meet new challenges—we must grow into our future possibilities. These leaders know what makes that more possible—and what prevents it. The challenge to change and improve is often misunderstood as a need to better “deal with” or “cope with” the greater complexity of the world. Coping and dealing involve adding new skills or widening our repertoire of responses. We are the same person we were before we learned to cope; we have simply added some new resources. We have learned, but we have not necessarily developed. Coping and dealing are valuable skills, but they are actually insufficient for meeting today’s change challenges. In reality, the experience of complexity is not just a story about the world. It is also a story about people. It is a story about the fit between the demands of the world and the capacity of the person or the organization. When we experience the world as “too complex”, we are not just experiencing the complexity of the world. We are experiencing a mismatch between the world’s complexity and our own at this moment. There are only two logical ways to mend this mismatch—reduce the world’s complexity or increase our own. The first isn’t going to happen. The second has long seemed impossibility in adulthood.

AN UPDATED VIEW OF AGE AND MENTAL COMPLEXITY

The ideas and practices you will find in this lecture begin by identifying a widespread misconception about the potential trajectory of mental development across the lifespan. The accepted picture of mental development was akin to the picture of physical development—your growth was thought fundamentally to end by your twenties. If, thirty years ago, you were to place “age” on one axis and “mental complexity” on another, and you asked the experts in the field to draw the graph as they understood it, they would have

produced something similar to figure 1: an upward sloping line until the twenties and a flat line thereafter. Figure 1 If we were to draw the graph showing age and mental complexity today? On the basis of thirty years of longitudinal research—as a result of thoroughly analyzing the transcripts of hundreds of people, interviewed and re-interviewed at several-year intervals—the graph would look like figure 2.

Figure 2 Two things are evident from this graph: With a large enough sample size you can detect a mildly upward-sloping curve. That is, looking at a population as a whole, mental complexity tends to increase with age, throughout adulthood, at least until old age; so the story of mental complexity is certainly not a story that ends in our twenties. There is considerable variation within any age. For example, six people in their thirties (the bolded dots) could all be at different places in their level of mental complexity, and some could be more complex than a person in her forties. If we were to draw a quick picture of what we have learned about the individual trajectory of mental development in adulthood, it might look something like figure 3. This picture suggests several different elements:

Figure 3 There are qualitatively different, discernibly distinct levels (the “plateaus”); that is, the demarcations between levels of mental complexity are not arbitrary. Each level represents a quite different way of knowing the world. Development does not unfold continuously; there are periods of stability and periods of change. When a new plateau is reached we tend to stay on that level for a considerable period of time (although elaborations and extensions within each system can certainly occur). The intervals between transformations to new levels—“time on a plateau”—get longer and longer. The line gets thinner, representing fewer and fewer people at the higher plateaus.