Training Interventions and Learning Experiences

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Training Interventions and Learning Experiences

• Dr. Steve
• Training Development
• INP6325

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Competency-Based Training

• Competency-Based Training Holistic approach to
  train global skills across positions and tasks in
  order to increase organizational effectiveness
• Competency modeling techniques
• Derive competencies consistent with core vision
  and values of company
• Identify competencies through critical incident
  analysis
• Skills that distinguish top performers from
  average performers
• Both are typically combined to allow various
  aspects of HR (e.g., selection, training,
  appraisal) to work together in achieving generic
  (to org) competencies.

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Competency-Based Training

• I/O Psychology Masters Program Competency-Based
  Training
• Regardless of area in I/O the student chooses to
  pursue after graduation, the following
  competencies must be learned

• 1.      Ability to search scholarly and
  professional sources for information on one or
  more topics in I/O psychology. 
• 2.      Ability to write in styles appropriate
  for audience in academic and business.
• 3.      Ability to plan and conduct an applied
  project in I/O psychology.
• 4.      Ability to present information orally to
  academic and business audiences.
• 5.      Ability to work effectively with others
  to accomplish a project relevant to I/O
  psychology
• 6.      Ability to integrate background
  information with problem-solving and
  interpersonal skills in the application of I/O
  psychology

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Employee Orientation

• Orientation training is designed to acquaint new
  employees to their supervisors, peers, tasks,
  organizational policies and culture
• Orientation Objectives
• Provide info about job and org (requirements,
  benefits, office/dept locations, etc.)
• Teach safety and job skills
• Discuss expected attitudes
• Help employee understand how things work
• Clarify roles of supervisor and co-workers in
  workgroup

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Employee Socialization

• Chao et al.s (1994) 6 dimensions of
  socialization related to outcomes such as income,
  career involvement, and job satisfaction
• Performance Proficiency learning necessary job
  skills
• People Skills establishing relationships
• Politics learn how to get things done
• Language learn office speak, jargon, acronyms
• Organizational Goals Values learn what the
  org stands for and its expectations of workers
• History learn traditions, rituals, myths of org

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Leadership Development

• Business Simulations allow leaders
  to experience events similar to real life
• Focus on leadership skills such as
• Situational awareness, coordination,
  communication, interpersonal skills, problem
  solving, decision making
• Advantages
• Risk-free situations
• Dynamic can see consequences of decisions
• High content validity
• Disadvantages
• Lack of empirical data on improving learning and
  training transfer
• Learners get too involved in winning, less in
  learning
• Lack of generalizability may teach solutions to
  specific problems

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Leadership Development

• Behavioral Role-Modeling approach
  based on social learning theory stressing
  observation, modeling, and vicarious
  reinforcement
• Four processes
• Attentional Processes ability of observer to
  attend to and differentiate among cues
  (characteristics of model)
• Retentional Processes ability to remember
  stimuli over periods of time (covert overt
  rehearsal)
• Motor Reproduction Processes physical abilities
  needed to acquire and perform modeled behavior
• Incentive Motivational Processes
  reinforcement conditions existing at the time the
  observed behavior is performed

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Leadership Development

• Assessment Centers standardized set of
  activities given to trainees under standardized
  conditions (e.g., worktask simulations,
  leaderless group discussions, in-basket exercise,
  interviews)
• Trainees assessed in groups
• Assessed by group of trained assessors
• Dimensions include communication, initiative,
  decisiveness, organization planning,
  decision-making
• Feedback delivered one-on-one and in formal
  report
• 360 degree feedback may be provided (supervisors,
  peers, subordinates)

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Leadership Development

• Experience-Centered Learning job activities
  that challenge and promote learning
• Created through job assignments or through
  mentoring
• Challenges may include creating change, managing
  high levels of responsibility, dealing with
  diversity
• Learning Situations
• Incremental competencies are gained linearly,
  giving the learner the opportunity to learn at
  own pace and time to clarify role expectations
• Frame-breaking learners are thrown into the
  fire without initial preparations. Learner
  makes effort to acquire large number of new
  skills needed or risk failure

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Leadership Development

• Global Leadership ability to coordinate efforts
  with leaders in other countries to
• Effectively manage a diverse workforce
• Adapt to demands of international assignments
• Understand global responsibilities

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Global Leadership

• Diversity Training intended to integrate
  diverse mix of employees into org culture,
  eliminate inequities
• Training focuses on increasing awareness,
  knowledge, understanding, attitude change, and
  skill enhancement
• Training may include
• Factual info about law
• Questionnaires on diversity issues
• Group discussions
• Leadership skills training (coaching,
  communication, feedback)

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Global Leadership

• International Assignments
• 30 50 failure rates of leaders
• Failure costs est 500,000 per executive
• Causes of failure
• Difficulty adjusting to new culture
• Lack of interpersonal skills
• Lack of experience with people of other cultures

Some Attributes of Successful International
Assignee Perseverance, Empathy, Respect,
Flexibility, Patience, Tolerance, Openness,
Extraversion, Motivated, Confident, Dependable,
Creative, Alert, Desire to go, Emotionally
stable, Stress-tolerant, Resourceful
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Global Leadership

• Intercultural Training designed to reduce
  culture shock, establish interpersonal relations,
  and improve task effectiveness
• Culture Assimilator Scenarios that highlight
  cultural differences in host culture as compared
  to own
• Cross cultural host leader paired with member
  of host country for a period of time to learn
  about the culture prior to move overseas