03b_Methods of Training Flashcards
On-the-job techniques
Most widely used
Active participation and Ongoing feedback
E.g. internships, apprenticeships, mentoring
Job rotation
Trainees perform several jobs over time
Ordinarily used to train managers
Cross-Training
Workers learn tasks and activities that are performed in similar jobs
Off-the-job Techniques:
Advantages
More opportunities to focus on and practice specific job elements
Provide supplemental information
Use of Professional trainers
Flexibility to tolerate learning errors
Off the job techniques:
Examples
Lectures / Conferences
Computer-assisted instruction
Vestibule training
Behavioral modeling
Vestibule Training
Replication or Simulation of the Work Environment
Useful When On-The-Job Training Is too costly or dangerous
Behavioral Modeling
Trainee observes a skilled worker perform target behavior
Trainee is then provided with opportunities to practice the behavior (guided mastery, Bandura)
Guided mastery:
Three Components
Modeling of appropriate skills by trainer
Role-playing in a simulated work environment with instructive feedback
Self-directed application of newly acquired skills
Evaluation of training programs:
Four levels of criteria
Reaction criteria
Learning criteria
Behavioral criteria
Results criteria [Deepest Level]
Evaluation of training programs:
Utility Analysis
Measures Effectiveness of Training Program in financial terms
Uses mathematical equation for estimate of institutional gain or loss
Formative Evaluation
Conducted while training program is being developed
Results are used to make modifications before implementation
Summative Evaluation
Conducted after program has been implemented
Assesses outcomes / how much trainees have learned
Determines cost-effectiveness of Training Program
