Training

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Training
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Lecture Outline

• Training and Instructional Design Definitions
• Needs Assessment
• Readiness for Training
• Plan Training Program
• Implement Training Program
• Evaluate Training Program

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Training and Instructional Design

• Training definition
• An organizations planned efforts to help
  employees acquire job-related knowledge, skills,
  abilities, and behaviors, with the goal of
  applying these on the job.
• Instructional design definition
• A process of systematically developing training
  to meet specified needs.

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Discussion Question

• Has anyone taken part in a training program at
  work?
• What types of things do organizations train for?

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Quick Quiz

• Which of the following are potential benefits of
  training for employees and organizations?
• Decreased employee marketability
• Improved bottom line, efficiency profitability
• Increased flexibility in employees who can assume
  different varied responsibilities
• Makes employees more accountable for results

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Stages of Instructional Design
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Needs Assessment
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Needs Assessment

• Needs assessment definition
• The process of evaluating the organization,
  individual employees, and an employees tasks to
  determine what kinds of training, if any, are
  necessary.

ORGANIZATIONAL ANALYSIS TASK ANALYSIS
PERSON ANALYSIS
of environment, strategies, and resources to
determine where to emphasize training
of the activities to be performed in order to
determine the KSAs needed.
of performance, knowledge, and skills in order
to determine who needs training.
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Key Needs Assessment Questions
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Sources of Needs Assessment Information
Organizational Analyses
Job/Task Analyses
Individual Analyses
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Readiness for Training
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Readiness for Training

• Readiness for training definition
• A combination of employee characteristics and
  positive work environment that permit training.

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Employee Characteristics

• Motivation
• Aware of potential benefits
• Self-efficacy
• Cognitive ability
• Goal orientation

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Organization Characteristics

• Few situational constraints
• Situational constraints are the limits on
  trainings effectiveness that result from the
  situation or the conditions within the
  organization.
• High social support
• Social support refers to the way the
  organizations people encourage training,
  including the following
• Praise and encouragement
• Sharing information about training opportunities
• Expressing positive attitudes about training
  programs

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Quick Question

• How would an organizations perspective on
  training impact their recruitment and selection
  process?

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Planning a Training Program
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Planning the Training Program

• Objectives of the program
• Internal or external
• Choice of training methods

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Objectives of the Program

• Objectives of the program
• All of the following need to be clearly
  articulated
• What the employee is expected to do
• The quality or level of performance that is
  acceptable
• The conditions under which the trainee is
  expected to apply what is learned

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Internal or External

• Do you want to conduct the training in-house or
  contract the work to an outside vendor?

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Choice of Training Methods

• Classroom instruction
• Audiovisual training
• Computer-based training
• On-the-job training
• Simulations
• Business games and case studies
• Behavior modeling
• Experiential programs
• Team training
• Action learning
• Look on pages 221-230 of the textbook

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Quick Fact

• Recent estimates suggest that the investment in
  training activities in organizations ranges from
  55.3 billion to 200 billion annually.

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Implement Training Program
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Implementing the Training Program

• Link training to the job
• Provide multiple practice opportunities
• Provide feedback on skill development or
  knowledge acquisition
• Organize content in memorable chunks

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Evaluate Training Program
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Quick Fact

• Fewer than 20 of organizations conducted return
  on TD investment studies.

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Evaluation Model
Figure 6.9
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Evaluation Factors

• Reactions
• The simplest and most common approach to training
  evaluation is assessing trainees
• Did you like this program?
• Learning
• Checking to see whether they actually learned
  anything
• Testing knowledge and skills before beginning a
  training program gives a baseline standard on
  trainees that can be measured again after
  training to determine improvement.

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Evaluation Factors (Ctd.)

• Behavior
• Transfer of training
• Effective application of principles learned to
  what is required on the job
• Employees maintain use of the learned material
  over time
• Results
• Utility of training programs
• The benefits derived from training
• Return on investment

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Quick Quiz

• Which of the following improves transfer of
  training?
• Offering trainees an overview of training content
  and process before the actual training helps with
  both short-term and longer-term training
  transfer.
• Establish an organizational climate that is
  conducive for transfer.
• Give employees transfer strategies during
  training.

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Take-Home Points

• Understand basic steps of the training process.
• Think about how training has been or will be a
  part of your job.
• Focus on the objectives and outcomes of one
  specific type of trainingdiversity training.