Ch 7 Flashcards
Training and Development
- Training tends to be more narrowly focused and
oriented toward short-term performance concerns - Development tends to be oriented more toward
broadening an individual’s skills for future responsibilities
Examples of training:
- Regular training given to new hires
– Customer service and communication skills training
– Compliance training—training employees must receive as a
result of various legal mandates, such as employment equity
or occupational health and safety requirements
Chief Learning Officer
a high-ranking manager
directly responsible for fostering employee learning and development within the firm
Strategy phases for training
(1) a needs assessment based on the firm’s competitive objectives: What training does the firm really need?
(2) program design: given those needs, how should the training program be designed or structured?
(3) implementation: how should the program be delivered—that is, by what method?
(4) evaluation: how can the firm tell if the training program is really working?
Phase 1: Needs Assessment
- organizational analysis
- task analysis
- person analysis
Organization analysis
examination of the environment, strategies, and resources of the organization to determine where training emphasis should be placed (e.g., quality of goods or services, turnover, number of accidents, diversity and inclusion)
Task analysis
the process of determining what the content of a training program should be on the basis of a study of the tasks and duties involved in the job
- Competency assessment: analysis of the sets of skills and knowledge needed for decision-oriented and knowledge-intensive jobs
Person analysis
determination of the specific individuals who need training
Phase 2: Designing the Training Program
- Developing instructional objectives
- Assessing the readiness and motivation of trainees
- Incorporating the principles of learning (variety and experiential learning)
Phase 2 - principle of distributed learning
spacing out the training will result in faster learning and longer retention
Phase 2 - Behaviour modification
a technique that operates on the principle that behaviour that is rewarded, or positively reinforced, will be exhibited more frequently in the future, whereas behaviour that is penalized or unrewarded will decrease in frequency
Phase 2 - spot rewards
programs that award employees on the spot when they do something particularly well during training or on the job
Phase 2 - Characteristics of instructors
a good trainer shows: effort, instructional preparation, knowledge of the subject, enthusiasm and sincerity, interest in trainees, willingness to provide individual assistance to trainees
Phase 3: Implementing the Training Program - Online vs On the job training
- online, lecture, classroom if the material is mostly factual or designed to create a shift in employee attitudes
- on-the job training if training involves a large behavioural or skill component
On-the-job training
a method by which employees are given hands-on experience with instructions from their supervisor or other trainer
Apprenticeship training
a system of training in which a worker entering the skilled trades is given thorough instruction and experience, both on and off the job, in the practical and theoretical aspects of the work
Special assignments
assigning trainees to different jobs in different areas of a firm, often in different regions and countries; job rotation and lateral transfers also provide trainees with a variety of hands-on work experiences
Cooperative training
a training program that combines practical on-the-job experience with formal educational classes
Simulations
used when it is impractical or unwise to train employees on the actual equipment used on the job
E-Learning
learning that takes place via electronic media
Learning management system (LMS)
online system that provides a variety of assessment, communication, teaching, and learning opportunities
Just-in-time training
training delivered to trainees when and where they need it to do their jobs, usually via computer or the Internet
Behaviour modelling
an approach that demonstrates desired behaviour and gives trainees the chance to practise and role-play those behaviours and receive feedback
Other training methods
coaching, case studies, blended learning, classroom instruction, seminars
Phase 4: Evaluating Training Program - Criteria
- Reactions
- Learning
- Behaviour
- Results
Criterion 1
Reactions - whether they enjoyed the training, what content and techniques they found most useful, critique of the instructors, suggestions for how to improve it
Criterion 2
Learning - testing the knowledge and skills of trainees before and after a training program
Criterion 3
Behaviour - transfer of training (i.e., the effective application of principles learned to what is required on the job)
Criterion 4
revenue, productivity, quality, customer satisfaction, employee turnover
Additional Training and Development Programs
- orientation and onoarding
- basic skills training
- ethics training
- diversity and inclusion training
