05 Management Training Flashcards
Powerful Posing
self-confidence, assertiveness, comfortable, more TESTOSTERONE (Dominance hormone)
Powerless Posing
stress-sensitive
feeling shut down
high cortisol - stress hormone, helps adapt high stress situations
Examples of Management Training (9)
- Orientation and Onboarding training for new hires
- Basic on-the-job training for new hires
- Leadership training
- Sales Training
- IT Training
- Customer Service Training
- Ethics Training
- Team Training
- Intercultural and diversity Training
Strategic Model - Systematic Approach in 4 Phases
- Needs Assessment - orga, task and person analysis
- Design - objectiveness, trainee readiness, principles of learning
- Implementation - methods, learning outcomes
- Evaluation - reactions, learning, behaviour, results
Phase One Strategic Model, Organization Analysis
Needs Assessment
Organization Analysis - Examination of Environment, Strategies, Resources the firm faces to determine what training should emphasize
Phase OneStrategic Model, Task analysis
Task analysis:
Examination of activities to be performed in order to determine KSAOs
Determining what the content of training programm should be on basis of a study of the tasks and duties involved in the job
Competency assessment: Analysis of srts of skills and knowledge needed for decicion oriented and for knowlegde oriented jobs
Phase OneStrategic Model, Person Analysis
Person Analysis:
Determination of the specific individuals who need training in terms of performance, KSAO for being able to identify who needs training
KSAOs
Knowledge
Skills
Abilities
and Other Characterisitcs
Phase Two Strategic Model - What to be focused on?
1.
2.
3.
4.
Designing the Training Programm
Issued to be focused on:
- Developing trainings general objectives SKAO
- Assessing the readiness of trainees and their motivation
- Incorporating the 8 principles of learning
- Define the characteristics of successful instructors
Instructional Objectives - Definition
Desired Outcomes of a training programm that are performance netered and describe the SKAOs
SKAOs
Skills
Knowledge to be acquired and
Abilities and
Others to be changed
Phase Two: Readiness and Motivation of Trainees
What are the preconditions for learning?
1.
2.
- Trainee readiness (being able to…)
Whether or not the experience and knowlegde of trainees have made them ready to absorb the training - Trainee motivation (being willing to…)
Organizsaiton needs to help employees understand the link between the effort they put into training and the payoff
What are the 8 Principles of Learning - Phase Two?
Goal Setting
Individual Differences
Modeling
Active Practice and Repitition
Meaningfulness of Presentation
Feedback and Reinforcement
Massed-versus-distributed learning
Whole-versus-part learning
Learning Curve Expectation VS Reality
Exp: Fast from beginner to expert
Reality: many ups and down, mistakes and normal and important
knowledge - comprehension - applicaton - analysis - sythesis - evaluation - expert!
Phase Two - Characteristics of Successful Instructors
1.
2.
3.
4.
5.
6.
7.
Knowlegde of Subject
Enthusiasm
Sincerity
Interest in trainees
Sense of humor
Ability to communicate clearly
Willingness to provide individual assistance
Implementation - Phase Three - Aspects of different training methods
Different Training methods and differently effective:
Just listening, reading, not as effecitve as teaching to others (or: groups, doing oneself, demonstrating - Coaching Zone Support)
What are the four Stages of the Experiential Learning Cycle?
Implementation, Phase Three
Experiencing -> Reflecting Observation -> Thinking
-> Acting: active experimentation
1st Stage of Experiential Learning - What happens here?
Concrete Experience:
You must do it yourself for learning to occur
2nd Stage of Experiential Learning - What happens here?
Reflective Obervation:
Taking a step back from doing to reflect and review
3rd Stage of Experiential Learning - What happens here?
Thinking: Abstract Conceptualisation:
You fit what you just learned into everything you know
4th Stage of Experiential Learning - What happens here?
Acting: Active Experimentation:
Happens when you consider how you will put what you have learned into practice
Phase Four: The Evaluation Model - What are the four levels?
By Donald Kirkpatrick
Reaction
Learning
Behaviour
Results
Planning vs. Execution
Evaluation Model from Kirkpatrick: Level 1
1.
2.
3.
Reaction:
- Customer Satisfaction
- Engagement
- Relevance
Evaluation Model from Kirkpatrick: Level 2
1.
2.
3.
4.
5.
Learning
- Knowlegde
- Attitude
- Ability
- Confidence
- Commitment
Evaluation Model from Kirkpatrick: Level 3
1.
2.
3.
4.
Behaviour:
- Performance drivers: Monitoring, - Encouragement
- Strengthening
- Reward
Evaluation Model from Kirkpatrick: Level 4
1.
Results:
Internal and External Leading Indicators
Examples of Management Trainings
Orientation, Onboarding
Leadership training
Sales Training
IT Training
Ethics Training
Intercultursl and diversity Training
Why do learning outcomes differ so much between different training methods?
- The average retention rate differs by training method
- starting from demonstration (30%) to discussions in group, doing, teaching others - coaching zone support
What is Competency assessment?
Analysis of the sets of skills and knoweldge needed for decision and knowledge oriented jobs
What is the average retention rate?
Measures the differences between different training methods
high rate - coaching zone support
