Chapter 6 Flashcards
1
Q
True or False: Courts may find that an employee handbook’s contents are legally binding commitments
A
If it was provided at the time of hiring and there was expressed intent to bind employment conditions to the handbook and/or the employer intended for the handbook to be
binding
2
Q
What type of language should be avoided in an employee handbook to prevent creating binding commitments?
A
Statements such as “No employee will be fired without just cause” or those that imply job security should be avoided to prevent legally binding commitments.
3
Q
How can an employee handbook’s policies evolve over time?
A
Handbook policies may evolve in response to changes in the political climate, employment law, and union-management relations guidelines.
4
Q
Why should orientation programs be evaluated?
A
To assess whether they provide helpful information to new employees in a timely and
cost-effective manner
5
Q
What are the three approaches to evaluating orientation programs?
A
- Employee reaction
- Socialization effects
- Cost/benefit analysis
6
Q
How are employee reactions used to evaluate orientation programs?
A
Interview or survey new employees for opinions on the usefulness of the orientation program
Evaluate job performance within specified time periods to assess transference of learning and behaviours where possible
7
Q
How are socialization effects used to evaluate orientation programs?
A
Review new employees at regular intervals to assess progress toward understanding and accepting the organization’s beliefs, values, and
norms.
8
Q
How are cost/benefit analyses used to evaluate orientation programs?
A
Compare (1) orientation costs, such as printing handbooks and time spent orienting new employees by HR staff and immediate supervisors,
with (2) benefits of orientation, including a reduction in errors, rate of productivity, efficiency levels, and so on
9
Q
What are the potential problems that can arise with orientation programs?
A
- Too much info
- Little or no orientation
- Info is too broad
- Info is too detailed
10
Q
What is the issue with too much information provided at an orientation?
A
Too much information is provided in a short time (usually one day) and the new employee is overwhelmed. New employees commonly find themselves inundated with forms to fill out for payroll, benefits, pensions, and so on
11
Q
What is the issue with too little information provided at an orientation, and what type of workers is it a common problem for?
A
Means that new employees must personally seek answers to each question that arises and work without a good understanding of what is expected of them. This is a common problem for part-time and contract workers.
12
Q
What is the issue with broad info provided at an orientation?
A
The orientation information provided by the HR department can be too broad to be meaningful to a new employee, especially on the first day
13
Q
What is the issue with detailed info provided at an orientation?
A
The orientation information provided by the immediate supervisor may be too detailed to be remembered by the new employee realistically
14
Q
What is training?
A
The process of teaching employees the basic skills/competencies that they need to perform their job successfully
15
Q
What are some examples of training?
A
- Showing a new production worker how to operate a machine
- A new salesperson how
to sell the firm’s product - A new supervisor how to interview and appraise employees
16
Q
How does training differ from development?
A
Training: focuses on skills and competencies needed to perform employees’ current jobs
Development: broader and long-term nature. Aims to prepare current employees for future jobs within the organization.
17
Q
Why is it important for Canada to focus on upgrading the skills of its labor force?
A
Canada’s global competitiveness and ability to manage technological change depend on the continuous upgrading and renewal of workforce skills.
18
Q
Who holds the responsibility for skills development according to the recent federal government report?
A
Both young and older workers are responsible for skills development, with a need for older workers to adopt a lifelong learning approach.
19
Q
Why is it important to align training with business goals?
A
Aligning training with business goals ensures that training is part of the organization’s strategic plan and contributes to its success.
20
Q
What skills are most needed for improvement in today’s business environment?
A
Problem-solving, communication, and teamwork are the skills most in need of improvement.
Therefore, training is moving to centre stage as a necessity for improving employers’ competitiveness
21
Q
What do training professionals in today’s business world need to do ?
A
- To understand the organization’s business
- Speak its language
- Demonstrate the business value of training investment
22
Q
Why is it important to treat training as a strategic investment in human capital?
A
In today’s service-based economy, highly knowledgeable workers can be the company’s most important assets
23
Q
How much does the average Canadian organization spend on learning and development per employee?
A
The average organization in Canada spends $899 per employee on learning and development, which is about 1.39% of the payroll budget.
Average employee undergoes 32 hours of training and development a year.
24
Q
How do Canadian organizations’ learning and development expenditures compare to American organizations’?
A
Canadian organizations spend significantly less on learning and development than their American counterparts.
25
How are learning and development expenses divided in Canadian organizations and what does it indicate?
Learning and development expenses are split between external providers, internal providers, and third-party providers like universities.
Indicates: Focus on both job- or organization-specific training and general training or skills development
26
What is the breakdown of direct learning and development expenditure?
39%- external providers
39%- workplace L&D staff salaries
13%- employee tuition
4%- other
3%- learning facilities
2%- technology
27
What has the federal government called for regarding business training spending?
The federal government has urged businesses to increase spending on employee training.
28
What have businesses asked the government to do for professional immigrants?
Businesses have asked the government to expand programs to help professional immigrants obtain Canadian qualifications in their fields.
29
What is the role of the Canadian Council on Learning?
The Canadian Council on Learning was created to promote best practices in workplace learning.
30
What training-related law has the Quebec government legislated?
Quebec requires firms with a payroll over $1 million to spend 1% of payroll on employee training or pay an equivalent tax.
31
How does increased training benefit employee commitment?
Training shows faith in the company’s future and its employees, strengthening loyalty and commitment.
32
True or False:
Few things can better illustrate a firm’s commitment to its employees than continuing developmental opportunities to improve themselves, and such commitment is usually reciprocated.
True
33
Why do high-commitment firms like the Bank of Montreal invest heavily in employee training?
High-commitment firms provide extensive training, such as BMO's seven days per year (more than double national average), to foster employee loyalty and development.
34
What do young employees today value in an organization?
Young employees view learning and growth opportunities as key to a successful and secure future and are drawn to organizations committed to talent development.
35
What must be assessed in employee training programs under human rights and employment equity legislation?
Training programs must be assessed for their impact on designated group members
36
What is an example of a training program being assessed for its impact on designated groups?
If relatively few women or visible minorities are selected for the training program, there may be a requirement to show that the admissions procedures are valid—that they predict performance on the job for which the person is being trained
37
What might indicate that a training program is unfairly discriminatory?
If admission procedures or training materials, like manuals with advanced reading levels, disproportionately affect certain groups, such as non-native English speakers which leads them to do poorly in the program quite aside from their aptitude for the jobs for which they are being trained
38
What happens if an employee refuses to attend a lawful and reasonable training program?
An employee who refuses to attend may be considered to have abandoned their position.
39
What is negligent training?
Occurs when an employer fails to adequately train an employee who subsequently harms a third party.
40
What can employees dismissed for poor performance or disciplined for safety infraction claim?
That the employer was negligent in that the employee’s training was
inadequate
41
What are the 5 steps in the training and development process?
1. Training Needs Analysis
2. Instructional Design
3. Validation
4. Implementation
5. Evaluation of Training
42
Give a summary on step 1. training needs analysis
Identify the specific job performance skills needed, analyze the skills and needs of the prospective trainees, and develop specific, measurable knowledge and performance objectives
Managers must ensure that the
performance deficiency is amenable to training rather than caused by poor morale because of low salaries
43
Give me a summary on step 2. instructional design
Actual content of the training program is compiled and produced, including workbooks, exercises, and
activities
44
Give me a summary on step 3. validation
The bugs are worked out of the training program by presenting it to a small, representative audience.
45
Give me a summary on step 4. implementation
Training pro-gram is implemented, using techniques discussed in chapter 6 and 7 (such as
on-the-job training and programmed learning)
46
Give me a summary on step 5. evaluation of training
There should be an evaluation and
follow-up step to assess the program’s successes or failures
47
What is the first step in training?
To determine what training is required, if any
48
What is the main challenge in assessing the training needs of new employees?
To determine what the job entails and to break it down into subtasks, each of which is then taught to the new employee
49
What are the two main techniques for identifying training needs?
1. Task analysis
2. Performance analysis
50
What is task analysis and how is it used?
Identifying the broad competencies and specific skills required to perform job-related tasks
Used for determining the training needs of employees who are new to their jobs
51
What kind of hires are common for entry-level work?
Hire inexperienced people and train them
Aim: to develop the skills and knowledge required for effective performance Ex: soldering (in the case of an assembly worker) or interviewing (in the case of a supervisor)
52
Why are job descriptions and job specifications helpful in task analysis?
These list the specific duties and skills required on the job and become the basic reference point in determining the training required to perform the job
53
Some employers supplement the current job description and specifications with a task analysis record form, which typically contains WHAT six types of information:
1. List of job’s main tasks and subtasks
2. Indication of frequency of tasks and subtasks
3. Measurable description of performance standards for each task and subtask—for instance, “tolerance of 0.007 inches” or “within two days of receiving the order”
4. Conditions under which the task is performed
5. The competencies and specific skills or knowledge required for each task and subtask, specifying exactly what knowledge or skills must be taught
6. The decision as to whether the task is best learned on or off the job, based on several considerations such as training objectives, methods, and resources (e.g., prospective jet pilots must learn something about the plane off the job in a simulator
before actually getting behind the controls)
54
What happens once the essential skills involved in doing the job are
determined during task analysis?
New employees’ proficiency in these skills can be assessed and training needs identified for each individual.
55
What is a competency model?
A graphic model that consolidates, usually in one diagram, a precise overview of the competencies (the
knowledge, skills, and behaviours) someone would need to do a job well.
56
What are some core competencies in the Association for Talent Development's model for a training professional?
Core competencies include achieving performance improvement, instructional design, and training delivery.
57
How is instructional design (ex. of a competency) described in a competency model?
Designing, creating, and developing formal learning solutions to meet
organizational needs; analyzing and selecting the most appropriate strategy, methodologies, and technologies to maximize the learning experience and impact.
58
What is the goal of competencies-oriented training?
The goal is to ensure the person can exhibit specific skills and knowledge (competencies) once the training is complete.
59
How do trainees typically learn in competencies-oriented training?
Similar to other training; trainees learn through a mix of real-world exercises, teamwork, classes, and online resources, often under the guidance of a learning coach; the aim is to show mastery of particular competencies
60
What is often included in competencies-oriented training assessments?
The training includes a list of competencies to be learned, criteria for assessing mastery, and examples of the competencies (ex. using a spreadsheet)
Students then complete their projects and assessors evaluate their competencies
61
What is the main difference between task analysis and performance analysis?
Task: identifying competencies and skills needed to perform task, used to determine how to train NEW employees
Performance: identify significant performance deficiencies and whether they should be fixed through training (or other means) for CURRENT employees
62
What is the purpose of performance analysis?
Performance analysis verifies whether a performance deficiency exists and determines if it should be addressed through training or other means, such as transferring the employee.
63
What is the first step in performance analysis?
The first step is to appraise the employee's performance because to improve it they have to compare their current performance with what it should be.
64
Can you give an example of a performance deficiency?
“Salespeople are expected to make ten new contacts per week, but
John averages only six.”
“Other plants our size average no more than two minor accidents
per month; we are averaging five.”
65
What are some methods for identifying how a current employee is performing?
* Performance appraisals
* Job-related performance data (including productivity, absenteeism and tardiness, grievances, waste, late deliveries, product quality, repairs, and customer complaints)
* Observations by supervisors or other specialists
* Interviews with the employee or the employee’s supervisor
* Tests of things like job knowledge, skills, and attendance
* Attitude surveys
* Individual employee daily diaries
* Assessment centre results
* Special performance gap analytical software, such as from Saba Software, Inc.
66
What is at the heart of performance analysis?
Distinguishing between "can't do" and "won't do" problems is central to performance analysis.
67
What defines a "can't do" problem in performance analysis?
A "can't do" problem occurs when employees lack the knowledge, tools, skills, or training needed to perform a task.
68
What are some causes of "can't do" problems?
Causes include employees not knowing what to do, lack of clear standards, obstacles like missing tools or supplies, inadequate training, or poor hiring decisions.
69
What defines a "won't do" problem in performance analysis?
A "won't do" problem arises when employees have the ability to do the job but lack the motivation or desire to perform well.
70
How can a company address "won't do" problems?
The company might need to revise its reward system, such as by implementing an incentive program, to motivate better performance
71
What should training objectives be like once training needs are identified?
Training objectives should be concrete and measurable.
72
What is the purpose of training objectives?
Training objectives specify what the trainee should accomplish after completing the program, providing focus for both the trainee and trainer.
73
74
How do training objectives help in evaluating a training program?
They provide a benchmark for assessing whether the training program was successful.
75
What must training objectives align with?
Training objectives must be accomplished within the organization’s training budget.
76
When does step 2 (instructional design) of the training process start?
After the employees’ training needs have been determined and objectives set, the training program can be designed
77
What are the two major considerations in developing instructional design?
The two considerations are whether the learning will be programmed or informal, and the medium for training.
78
What are common methods for training?
Common methods are in the workplace and include on-the-job training and apprenticeships.
79
What are the benefits of using assisted or third-party learning for training?
Assisted or third-party learning provides expertise not available in-house and may offer cost reductions through economies of scale.
80
What is programmed learning?
A systematic method for
teaching job skills that
involves presenting questions
or facts, allowing the person to
respond, and giving learners
immediate feedback on the
accuracy of their answers.
81
What are some examples of programmed instruction devices?
Textbook or computer
82
What are the three components in programmed learning?
1. Presenting questions, facts, or problems to the learner
2. Allowing the person to respond
3. Providing feedback on the accuracy of the learner’s answers
83
What is the main advantage of programmed learning?
The main advantage of programmed learning is that it reduces training time by about one-third.
84
What are some benefits to programmed instruction?
Facilitate learning because it lets
trainees learn at their own pace, provides immediate feedback, and (from the learner’s point of view) reduces the risk of error
85
What is a con of programmed learning?
The cost of developing the manuals
or software for programmed instruction has to be weighed against the benefits.
86
What is informal learning?
May be defined as “any learning that occurs in which the learning
process is not determined or designed by the organization.”
87
What proportion of workplace training is informal?
About 2/3 and results from day-to-day unplanned interactions between new workers and their colleagues
88
What is the primary method of providing corporate training in Canada?
Classroom training and lectures are a widely used method of classroom training delivery
89
What are the advantages of lecturing?
It is a quick and simple way
of providing knowledge to large groups of trainees, as when the sales force must be taught the special features of a new product.
90
Why has classroom learning evolved?
To maintain its relevance in the technological age
Learning opportunities must reflect employees’ new abilities and needs with features such as wikis, blogs, and podcasts
91
What is blended learning?
In blended learning, the in-class training becomes tightly integrated with the online experience, and the relevance to the learner is vastly improved
92
What are the benefits to blended learning?
Using a combination of instructor-led training and online e-learning, has been found to provide better learning results and higher learner engagement and enthusiasm than expected
93
How has the classroom evolved in blended learning?
To include interactions with remote colleagues and instructors, e-learning in many forms, coaching, assessment, and feedback.
94
What is on the job (OTJ) training?
On-the-job training (OJT) involves having a person learn a job
by actually performing it
Virtually every employee—from mailroom clerk to company president—gets some on-the-job training when joining a firm.
95
True or false: in many companies, OTJ training is the only type of training available
True
It usually involves
assigning new employees to experienced workers or supervisors who then do the actual training. (Think Freshii training)
96
What are the many advantages to OTJ training?
- It is relatively inexpensive
- Trainees learn while producing
- There is no need for
expensive off-job facilities, such as classrooms or manuals
The method also facilitates learning, since trainees learn by actually doing the job and get quick feedback about the quality of their performance.
97
What is apprenticeship training?
Basically involves having the learner/apprentice study under the tutelage of a master craftsperson
98
Why is apprenticeship training critical today?
With an aging workforce in skilled trades, about 700,000 tradespeople are expected to retire in Canada between 2019 and 2028, creating a significant demand to recruit, train and onboard thousands of workers each year
99
How are governments responding to the need for more tradespeople?
Federal, provincial, and territorial governments are increasing funding for apprenticeship training programs.
100
How do apprentices become skilled workers?
Apprentices become skilled through a combination of classroom instruction and on-the-job training.
101
What are some common trades that use apprenticeships?
Apprenticeships are widely used for occupations like electricians and plumbers.
102
How many established trades in Canada have recognized apprenticeship programs?
Close to 170 established trades in Canada have recognized apprenticeship programs.
103
What is job instruction training?
Step-by-step training following
the logical sequence of each
job’s basic tasks
104
Why is job instruction training used?
Many jobs consist of a logical sequence of steps and are
best taught step by step
105
What is the first step in job instruction training?
All necessary steps in the job are listed in their proper sequence.
A corresponding “key point” (if any) should be noted alongside each step
106
What are the differences between steps and keypoints?
The steps show what is to be done, while the key points show how it is to be done and why
107
How has job instruction training evolved in today's service economy?
Step-by-step manual work training is being replaced by behavior modeling for service workers.
108
What is behaviour modelling?
A training technique in which trainees are first shown good management techniques in a film, are asked to play roles in a simulated situation, and
are then given constructive feedback and praise by their supervisor.
109
How popular is behaviour modelling?
One of the most widely used, well-researched, and highly regarded psychologically based train-ing interventions
110
What are the 4 basic procedures in behaviour modelling?
1. Modelling
2. Role playing
3. Social reinforcement
4. Transfer of training
111
What is the procedure "modelling"?
First, trainees watch live or video examples showing models behaving effectively in a problem situation. Thus, the video might show a supervisor effectively disciplining a subordinate, if teaching “how to discipline” is the aim of the training program.
112
What is the procedure "role-playing"?
Next, the trainees get roles to play in a simulated situation; here they are to practise the effective behaviours demonstrated by the models
113
What is the procedure "social reinforcement"?
The trainer provides reinforcement in the form of praise and constructive feedback
114
What is the procedure "transfer of training?"
Finally, trainees are encouraged to apply their new skills when they are return to their job.
115
What is e-learning?
E-learning is electronic-dependent or web-based training, commonly used by Canadian organizations.
116
How does the cost of online training compare to traditional classroom training?
Online training generally costs about 50% less than traditional classroom-based training.
117
Why is online learning ideal for adults?
Online learning allows adults to learn what they want, when they want, and where they want, making it flexible and convenient.
118
Who benefits the most from online training solutions?
Highly specialized business professionals with limited time and global organizations seeking consistent training for all employees worldwide.
119
Can you provide an example of a company using online training?
Uber offers online and on-demand training for its drivers.
120
What do critics say should receive more attention in e-learning?
Content management, sound educational strategy, learner support, and system administration are critical to successful training outcomes.
121
What are learner content management systems?
These systems deliver personalized content in small learning modules and are designed to enhance the e-learning experience.
122
Can you name some common e-learning platforms used by university and college students?
Common platforms include Courselink, Brightspace, Moodle, Canvas, and Quercus.
These systems complement learning management systems that are focused on the logistics of managing learning. Together, they form a powerful combination for an e- learning platform.
This development is considered part of the new phase of e-learning,
involving greater standardization and the emergence of norms.
123
What is a key challenge with the freedom of online learning?
Learners may not complete their training unless they are highly motivated, with NON-completion rates ranging between 50% and 90% of online courses
124
What is recommended to improve the effectiveness of e-learning?
In general, a blended learning approach that combines personal interaction with online training tools is recommended for better outcomes.
125
True or false: computer-based or online training programs can be very effective and are widely used
True
126
Computer-based and online training programs can be more expensive than conventional lectures to develop but provide what advantages?
They are ideal when illustrating a sequence of events, exposing trainees to scenarios difficult to demonstrate live, or for organization-wide training.
127
What are the three options for e-learning material?
Buying an existing product,
making one, or using a production company
Dozens of businesses issue cata-logues that list programs on topics ranging from applicant interviewing to zoo management
128
What are some advantages of e-learning techniques?
Include instructional consistency
(computers, unlike human trainers, do not have good days and bad days), mastery of learning (if the trainees do not learn it, they generally cannot move on to the next step), flexibility for the trainee, and increased trainee motivation (result-ing from the responsive feedback).
129
What is simulated training?
A technique of training
employees with actual or
simulated equipment that they
will use on the job, such as
airplane pilot training, which
reduces training costs and
hazards or NASA training astronauts
130
What is the purpose of simulated training?
It aims to obtain the advantages of on-the-job training without
putting the trainee in a real job situation.
131
When is simulated training a necessity? Give an example
When it is too costly or dangerous to train employees on the job. Putting
new assembly-line workers right to work could slow production, for instance, and when safety is a concern—as with pilots—simulated training may be the only practical alternative
132
What does simulation training typically involve?
May consist of simply placing trainees in a separate room with
the equipment they will actually be using on the job; however, it often involves using equipment simulators
133
What are the main advantages of flight simulators in pilot training?
Safety, learning efficiency, and cost savings (on maintenance costs, pilot
cost, fuel cost, and the cost of not having the aircraft in regular service)
134
What is the new generation of simulations designed to teach?
To simulate role-play situations designed to teach behavioural skills and emotional intelligence. Body language, facial expressions, and subtle nuances are programmed in.
135
What do these new simulations offer?
Authentic and relevant scenarios involving pressure situations that tap users’ emotions and force them to act
136
What forms of simulated learning were identified by training professionals in a survey?
Simulated learning and gaming means different things to different people
Virtual reality-type games, step-by-step animated guides, scenarios with decision trees and animations, and online role-play with photos and videos.
137
What is the purpose of computerized simulations (sometimes called interactive learning) in training?
They inject realism into training, allowing trainees to respond to simulated scenarios, like a plane crash, with realistic sights and sounds as a simulation for emergency medical response trainees
138
What is an example of a highly realistic disaster management simulation?
Environmental Tectonics Corporation
created an Advanced Disaster Management simulation for emergency medical response trainees. One simulated scenario involves a plane crash. Trainees, including firefighters and airport officials, respond to the simulated crash’s sights and sounds via pointing devices and radios. The simulation has been referred to as so realistic
that it’s “unsettling.
139
How does The Cheesecake Factory use simulations in employee training?
They use a simulation to train employees on how to build the "perfect hamburger."
140
What is virtual reality (VR) training, and how does it work?
Some simulated learning programs use VR. It places trainees in an artificial three-dimensional environment that simulates events and situations experienced on the job.
Sensory devices transmit how the trainee is responding to the computer, and the trainee “sees, feels, and hears” what is going on, assisted by special goggles and sensory devices.
141
Can you provide an example of VR training in sports?
Several NFL teams use VR to train quarterbacks by running them through plays in a simulated environment.
142
How is VR being used in educational settings?
Thousands of students have taken virtual field trips through Google’s VR Expeditions Pioneer Program.
143
How does Korea Ginseng Corporation use games in training?
They created app-based games where trainees answer multiple-choice quizzes, earning points based on speed and accuracy.
144
What motivates employees in Korea Ginseng Corporation’s training games?
Employees compete against each other, with top performers profiled publicly with their names and pictures.
145
What are Electronic performance support systems (EPSS)
Computer-based job aids or sets of computerized tools and displays that automate training, documentation, and phone support.
146
How do EPSS provide better support than traditional paper-based job aids?
They offer faster, cheaper, and more effective support compared to manuals and other paper-based aids.
147
How does Dell use EPSS in customer service?
When a customer calls a Dell Computer service representative about a problem with a new computer, the representative is
probably asking questions prompted by an EPSS, which takes the service representative and the customer through an analytical sequence, step by step
Therefore reducing the need for memorizing numerous solutions.
148
What value does an EPSS provide to learners after training?
It allows trainees to access learning material later, especially if they don’t use a skill immediately after training.
149
True or False: Validation of the training program that has been designed is a highly appreciated step
in the training process
False: Validation of the training program that has been designed is an often-OVERLOOKED step
in the training process
150
What is the purpose of the validation step in a training program?
To ensure the program will achieve its objectives by conducting a pilot study ("run through") with a representative group of trainees.
151
How is the training program validated?
A pilot study or "run-through" is conducted, and its results are used to assess the training program’s effectiveness.
152
What happens if the pilot study shows the training program is not effective?
Revisions are made to the program based on issues encountered by the pilot group of trainees, and further work is done to improve the instructional design.
153
How is the success of a validated training program measured?
Testing at the end of the pilot study measures whether the training produces the desired skill improvement.
154
What should be done if the program falls short of the training objectives?
The instructional design must be strengthened through further revisions and adjustments.
155
What happens after the training program is validated?
The program is ready for implementation by professional trainers.
156
What might be required before implementing a training program?
A train-the-trainer workshop may be necessary to familiarize trainers with the content or new methods for presenting the training.
157
Why would a train-the-trainer workshop be needed?
To ensure trainers are comfortable with unfamiliar content or innovative techniques used to present the training content
158
What is the purpose of evaluating a training program?
To assess the return on investment in human capital and determine if the training achieved its objectives.
159
What is transfer of training?
Application of the skills acquired during the training program into the work environment and maintain
these skills over time
160
What actions can be taken BEFORE training to enhance transfer of training?
- Assess trainees' ability, aptitude, and motivation.
- Align training focus with trainees' needs and involve them in designing the program.
- Management should provide active support.
161
What actions can be taken DURING training to enhance transfer of training?
- Provide frequent feedback, opportunities for practice, and positive reinforcement.
162
What actions can be taken AFTER training to enhance transfer of training?
- Use goal-setting and relapse-prevention techniques to help trainees apply what they have learned.
- Management should provide opportunities to apply new skills and offer positive reinforcement while being tolerant of errors.
163
Why should training programs be evaluated after completion (or at planned intervals during the training)?
To assess how well the objectives have been met and the extent of transfer of training that has occurred.
164
What specific objectives might be evaluated in a training program?
Examples include time-based objectives, such as whether assemblers can solder a junction in 30 seconds or photocopier technicians can repair a machine in 30 minutes.
165
What questions should be considered during the evaluation of training efforts?
- Are trainees learning as MUCH as they can?
- Are they learning as FAST as they can?
Is there a BETTER METHOD for training them?
166
True or false: Overall, there is little doubt that training and development can be effective.
True
167
What do formal studies of training programs suggest about their effectiveness?
They substantiate the potential positive impact of training and development on organizational performance.
168
How does spending on training relate to company profitability and reputation?
Profitable companies tend to spend more on training, and those rated among the 100 best companies to work for in Canada typically have the highest training expenditure per employee.
169
What is controlled experimentation?
Formal methods for testing the effectiveness of a training program, preferably with a training group and a control group, and with tests before
and after the training effort for both groups.
170
What is the best method for evaluating a training program?
Controlled experimentation is the best method for evaluating a training program.
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What are the two groups involved in a controlled experiment for training evaluation?
A training group that receives training and a control group that receives no training.
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What kind of data should be collected during the controlled experiment?
Data on metrics such as quantity of production or quality of job tasks should be collected before and after training for the training group, and before and after a corresponding work period for the control group.
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Why is it important to use both a training group and a control group?
It helps determine whether any changes in performance in the training group resulted from the training itself rather than external factors, like an organization-wide change (e.g., a raise in pay which would have likely effected employees in both groups equally).
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What are the 4 basic categories of training outcomes that can be measured?
1. Reaction
2. Learning
3. Behaviour
4. Results
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How is reaction measured?
First, evaluate trainees’ reactions to the program. Did they like the pro-gram? Did they think it worthwhile? An evaluation form can assess employee reaction to the training program.
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How is learning measured?
Second, test the trainees to determine whether they learned the principles, skills, and facts that they were supposed to learn
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How is behaviour measured?
Next, ask whether the trainees’ behaviour on the job changed because of the training program. For example, are employees in the store’s complaint department more courteous toward disgruntled customers than they were previously? These measures determine the degree of transfer of training.
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How are results measured?
Last, but probably most important, ask questions such as these: “Did the
number of customer complaints about employees drop?” “Did the rejection rate improve?” “Was turnover reduced?” “Are production quotas now being met?” and so on. Improvements in these “metrics”—specific measures of workplace results—are especially important.The training program may succeed in terms of the reactions from trainees, increased learning, and even changes in behaviour. However, if the results are not achieved, then in the final analysis the training has not achieved its goals. If so, the problem may be related to inappropriate training program use. For example, training is ineffective when environmental factors are the cause of poor performance
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What is a key consideration when measuring training effects?
There are usually only modest correlations among the four types of training criteria; scoring high in one category (like learning) does not guarantee high scores in behavior or results.
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How reliable are “reaction” measures in assessing training effectiveness?
Reaction measures (e.g., asking trainees how much they liked the program) provide insight into trainees' feelings but may not accurately reflect what they learned or how they will behave on the job.
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What method can be used to assess trainees' learning?
Trainees' learning can be assessed through testing their new knowledge after the training program.
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How can behavioral change be evaluated after training?
Behavioral change can be evaluated by asking subordinates about their supervisor’s performance, such as whether the supervisor provided examples of good and bad performance during appraisals.
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What is an example of measuring the results of a training program?
An example includes measuring the percentage of questions answered correctly by call center trainees when handling phone calls after training.
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What is an example of measuring reactions?
Figure 6.4 a training evaluation form
