医疗行业对组织内人力资源的管理.ppt

Popular on-the-job methods include job rotation and understudy assignments. Job rotation uses lateral transfers to allow employees to work at different jobs. New employees frequently learn their jobs from a seasoned veteran. In the trades, this is called an apprenticeship, in white-collar jobs, an understudy assignment. Both methods can help workers learn technical skills. A number of off-the-job methods are popular. Classroom lectures are well suited for conveying specific information. Films and videos can demonstrate skills not easily illustrated by other methods. Simulation exercises, such as case analyses, experiential exercises, role playing, and group interaction are excellent for teaching interpersonal and problem-solving skills. Vestibule training allows employees to learn their jobs on the same equipment they will be using at work. Generating a new training program is easy. But if the training effort is not evaluated, any employee-training efforts can be rationalized. Training programs are typically evaluated by participants or managers. While their reactions are easy to obtain, they are often not valid, because their comments may be influenced by factors that have little to do with the effectiveness of the training—difficulty, entertainment value, or the personality characteristics of the instructor. Training must also be evaluated in terms of how much the participants learned, how well they are using their new skills on the job, and whether the training program achieved its desired results. Page 191 Page 191 On-the-job training (OJT) means having a person learn a job by actually doing it. Every employee, from mailroom clerk to company president, gets on-the-job training when he or she joins a firm. In many firms, OJT is the only training available. The most familiar type of on-the-job training is the coaching or understudy method. Here, an experienced worker or the trainee’s supervisor trains the employee. At lower levels, trainees may acquire skills