【正文】 24STER 2—Plan the Training 28 Consider Training Objectives 30 Develop a Training Plan 32 Design a Training Lesson 34 Select the Trainer/prepare the Trainees 36STER 3—Present the Training 38 Group Training Tips 40 OntheJob Training 42STER 4—Evaluate the Training 52 Coaching 54 Orientation Programs 56Training Resources 62Using Visual Aids 64Certificate of Recognition 67“Back Of the Guide” 68IT ALL STARTS WITH TRAININGOBJECTIVESAn objective states the purpose of the training。 it tells what the trainer wants to acplish. A petencybased objective tells the purpose from the trainee’s perspective. It indicates what the trainee is expected to know or be able to do after the training is pleted.This guide is a training manual whose objectives can be stated in a petency format as shown on the facing page.SOME OBJECTIVES FOR YOUOBJECTIVES OFTRAINING MANAGERS TO TRAINAfter reading this book and working through suggested exercises the reader will be able to master the following objectives: (Numbers refer to pages where the objective is discussed).Objectives Page(s) 1. Define a petencybased trainee objective vi2. Know why training is important from the perspective of 37 both the trainer and trainee3. Give a brief overview of the four basic steps in training 14 program development and implementation4. Conduct a Position Analysis including the development of 1727 required analysis forms5. Tell four uses of a Job Description 266. Develop training objectives, training plans, and training lessons 30357. Select qualified trainers 378. List eight factors to weigh when considering group or 39 individual training9. Describe major principles of group training 4010. Design an onthejob training program which incorporates 4451 principles in the fourstep method11. Relate training evaluation to the training program objectives 525312. Recite ten principles of coaching 5513. Design an orientation checklist 5914. Consider the role of employees in training program 6061 development and implementation15. Know where to locate helpful training resources 6316. Use visual aids/equipment effectively 6465REASONS WHY TRAINING IS IMPORTANTA manager is busy and has many things to do. There’s only time for the most important, highest priority activities. TRAINING STYLESEvery manager brings a different personalityto training. This individual style, however, must be blended into an effective trainingformat if the oute is to be successful.Several reasons why training is importantregardless of the trainer’s style are describedon the next page. Check those with which youagreeREASONS WHY TRAININGIS IMPORTANTWhich of the following would benefit your organization?Saving Money—If employees know how to do work the right way, costs will be lower。 profits will be higher.Saving Employees—Employees who know how to do work according to their boss’s expectations will be less anxious and turnover will be reduced.Saving Customers and Making New One—Customers are happy when they receive the products/services they expect. Training helps assure that this will consistently happen.We hope you checked all of the above. Training can provide all of these benefits. You, your customers, your employees, and your organization have much to gainand nothing to losewith a high quality training program. Which of the following will benefit your organization?Saving Time—A trained staff will promote efficiency. Both the manager’s time and that of employees will be saved.Reducing Staffing Concerns—Trained employees are better prepared and more eligible for promotion opportunities.Saving Relationships—Managers who show their concern for employees with quality training help motivate them and morale levels are likely to increase.Give yourself an “A” if you checked all six boxesTRAINING IS PART OF EFFECTIVE SUPERVISIONA manager must do many things at once. All are important.Nothing is more important than training.The management of people determines organizationalsuccess. Training cannot wait until “the manager getsaround to it” or “when time permits.”Training must receive a high priority from management.The highest levels of management must agree about theimportance of training and allocate time and resourcesfor it to be done well.No manager can train in a vacuum. Top managementmust endorse the value of training and employees must be convinced of what training will do for them.MANAGERS MUST BE EFFECTIVE TRAINERSTRAINING KNOW HOW IS A MUST FORMANAGERS Managers Must Do Manage