Training

1
Training Development Defined

• The SYSTEMATIC acquisition of knowledge, skills,
  rules, concepts and attitudes (behavior) that
  RESULT in the improved performance in a specific
  situation.
• Planned effort by an organization to facilitate
  Learning!
• The associated change with Learning is not always
  permanent or results in desired behavioral
  improvements

2
TD Purpose

• Improve employee productivity and performance
• To remove current or anticipated performance
  deficiencies

3
Classifications

• Training
• Improving performance on current job
• Development
• Preparing for future jobs or changes in the
  organization
• Orientation
• Provide new employees information about the
  organization and their jobs.

4
TD BIG Business

• 90 of Private use formal training
• 1996 approximately 65 Billion was spent on
  Training/Development
• Problems
• FADS we are a quick-fix society
• Minimal emphasis on TD Professionals to possess
• Possess Knowledge of external issues
• Organizational knowledge (Strategic)
• Analytical skills
• Estimated over 4 growth per year

5
Factors Affecting the Importance of Training
Development

• Labor Force
• Increasing number of older workers
• Increasing illiteracy rate (unskilled workers)
• Displaced workers
• Workforce diversity
• Technology (Increasing job complexity)
• Global
• Competition for critical skills (world-wide
  market)
• Demand for global KSAs
• Legal
• Participant Selection
• Negligent Training

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Learning Strategies

• Cognitive (Knowledge)
• Behavioral (Application)
• Environmental (Internal)
• Organizational Culture
• Policies
• Job Design
• Supervision
• Peers

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Principals of Learning

• Positive Reinforcement
• Transfer of Learning
• Knowledge of Progress
• Practice

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Needs Assessment

• Levels of Analysis
• Organizational (External/Internal Assessment)
• Job (TDRs and KSAs)
• Person
• Instructional Objectives
• Learning expectations
• The objective (why the training is being
  conducted)

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Training and Development

• Learning Environment
• Trainee Readiness
• Conditions of Learning
• Transfer of Learning
• Conditions of Learning
• Active (practice application)
• Mass v. Distributive
• Participant Selection
• Personal assessment indicates a NEED
• Capable of learning (aptitude, prerequisites)

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Training and Development

• Information Presentation Training Methods
• Lecture
• Conference/Small Group Discussion
• Audiovisuals, Web training, on-line courses,
  video conferencing
• Programmed Instruction (CAI)
• On-the-Job-Training (OJT)
• Job Rotation
• Coaching Mentoring

12
Training and Development

• Simulators
• Simulations/Virtual reality
• Simulators
• Assessment Center (Is a Process not a Center)
• Case Analysis
• Role Play/In-Baskets
• Business Games

13
Evaluation

• Employee Reaction
• Amount of Learning
• Behavior Changes
• Use of skills and knowledge on the job
• Results
• Tangibles companys ROI on the training
  investment - profits, sales, new products
• Intangibles developing a learning organization
  where employees develop learning behaviors

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Evaluation

• Development of Criteria Measures
• Criterion Relevance training program materials
  are the same as evaluation measures
• Criterion Deficiency training program materials
  are not inlcuded in evaluation
• Criterion Contamination materials not in the
  training program are included in evaluation

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Training Goals

• Four Types of TD Validity
• Training Did trainees learn
• Transfer Can trainees transfer (use) what was
  learned to their job
• Intra-organizational is the training outcomes
  of new (or future) trainees (in the same
  organization) consistent with previous trainees
• Inter-organizational - can training developed for
  one organization be validated in another
  organization