Chapter 6 Flashcards
A short-term process of utilizing a systematic and organized procedure by which non-managerial human resources learn technical knowledge and skills for definite purposes.
Training
A long-term educational process, utilizing a systematic and organized procedure by which managerial human resources learn conceptual and theoretical knowledge for general purposes.
Development
Eight segments of training function
- Training objectives
- Investment in training
- Training policy
- Identification of training needs
- Principles of training
- Choosing trainers and trainees
- Administration of training programs
- Evaluation
Training Objectives
- Establishing a sound relationship
- Upgrade skills and prevent obsolescence
- Develop healthy, constructive attitudes
- Impart broad-based knowledge
- Prepare employees for future assignments
- Increase productivity
- Minimize operational errors
- Enhance employee confidence and morale
- Bring down cost of production
- Bring down labor turnover and absenteeism
3 categories of investment in training and development
- Person-hours spent
- Opportunity Cost
- Financial Allocations
A great deal of time and effort needs to go into a training schedule for it to achieve desired results.
Person-hours spent
There is always the ____________ of not sending employees for training and development programs but instead allowing them to continue to perform their present jobs.
Opportunity Cost
These need to be adequate and consistent in order that training and development programs should bring about any significant change in the efficiency and performance of employees.
Financial Allocations
Three layer approach of McGhee and Thayer model
- Organizational analysis
- Task analysis
- Employee analysis
An attempt to train the searchlight on the organization as a whole. Training needs must be looked at against the backdrop of organizational objectives and strategies. Unless this is done, time and money may well be wasted on training programs that do not advance the cause of company
Organizational Analysis
Entails a detailed examination of jobs, their components, various operations required to be performed and the conditions under which they are to be carried out.
Task Analysis
The concentration here is on the individual employee, his abilities, his skills, his knowledge and attitude as also the inputs required for job performance or individual growth and development in terms of career planning.
Employee analysis
5 vital Principles of training
- Motivation
- Practice
- Reinforcement
- Feedback
- Transfer of Training
Learners need _________ of appropriate behavior. Learning is greatly increased by providing positive and immediate __________ of the desired conduct, in the form of praise, money, promotion or other forms of recognition.
Reinforcement
It is a form of information about one’s attempts to improve and in fact is vital for learning as well as for trainee motivation. IT is useful for the trainee to be informed how well he is progressing.
Feedback
The training program must incorporate those elements which are directly relevant to the task that the trainee is already performing or is expected to perform.
Transfer of Training
Five Training Methodologies
- Lectures
- On-the-Job Training
- Vestibule Training
- Apprentice Training
- Off-the-Job training
Time-worn didactic method where an instructor orally communicates his ideas, concepts and theories to a group of recipients, most widely used and most economical.
Lectures
The employee is placed into the real work situation and shown the job, its methodology and logistics by an experienced employee or supervisor. Although this program is relatively simple and fairly economical, if not handled properly, costs can be high in damaged machinery, unsatisfied customers and poorly taught workers.
On-the-Job training
The working environment is stimulated as closely as possible for the trainee so that his training experience resembles the work that he is shortly going to be called on to perform.
Vestibule Training
When off and on the job training are combined, the composite is called ________. This approach calls for the cooperation of the employer, trainers at the work place and in vocational schools, government agencies and trade unions.
Apprentice Training
The most frequently used methods for this training are the conference/discussion, programmed instruction, computer-assisted and simulation approaches.
Off-the-Job Training
4 Training program Objectives
- Reaction Objectives (stimulate high level of involvement or interest)
- Learning Objectives (acquisition of knowledge, skills and attitudes)
- Job behavior Objectives (bringing about desired changes in job behavior)
- Organizational Objectives (promote overall organizational goals and results)
Ensure that the evaluation of training programs are both ________ and __________.
Scientific and Objective
3 types of criteria in evaluating training programs
- Internal Criteria
- External Criteria
- Participant Reaction
Refers directly to the program content and in particular to the absorption by the trainees of instructions, guidelines, facts, etc. included as inputs in the program.
Internal Criteria
Concerned with the broad, overall objectives of the training package such as development of interpersonal equations, acquiring of new perspectives becoming more decision-oriented.
External Criteria
The feelings of trainees who have gone through the training program and their views about the benefits and drawbacks of that program.
Participant Reaction
5 approaches to comprehensive evaluation
- Observation
- Ratings (educational matter or content are rated according to predetermined scale)
- Trainee Surveys (participant reaction)
- Trainee Interviews (same as T. Surveys but determined individually or in groups by skillful questioning)
- Instructor Interviews (Observations of instructors can be collected through writing or orally)
