chapter 8 Flashcards
Training & Development
what can training do?
- be effective
- lead to higher net sales
- lead to higher gross profitability
- increase employee value to the organization
- can be used to attract and retain top employees
training process steps
- training needs assessment
- consider characteristics of trainees + context
- choose + administer training method
- training evaluation
training needs assessment definition
process by which an org identifies the key factors in the org that will support the training program, what needs to be trained, and who needs the training
training needs assessment steps
- organization analysis
- job analysis
- person analysis
- demographic analysis
organizational analysis definition
identifying org issues that can help/hinder the effectiveness of a training program & where training should be directed
organization analysis helps with
- why they need the program
- which employees will be trained
- how much resources will be put towards training
- culture of organization + legal climate
eg. leadership training
job analysis definition
looks at what tasks employees do, what KSAOs they need training on, what critical incidents they deal with
person analysis definition
identifying skills etc of current employees and what they can do ie. what KSAOs they have
eg. from performance ratings data
demographic analysis definition
looking at background and experience of the employees. are they motivated and ready to learn?
eg. education level, age
individual differences definition
differences in people that can affect how well a training program works or that can affect which training program will work for which people.
individual characteristics:
- cognitive ability
- personality
- learning style
- KSAOs
organizational characteristics:
- rewards
- climate
- culture
training outcomes:
- knowledge
- skills
- transfer of training
transfer of training definition
the degree to which training leads to improvements in on-the job behavior
organizational factors
- identical elements: the degree to which the training context is similar to the transfer environment
- psychological fidelity: degree to which training elicits the KSAs needed to do the job
- physical fidelity: degree to which the training resembles the physical aspects of the job
organizational factors
- transfer through principles: training employees why they should perform in a certain way
- transfer climate: degree to which the social climate among employees at work supports training
massed learning definition
delivering of training in condensed sessions
spaced learning definition
involves the delivery of training in small sessions over a long period
feedback definition
providing learners with information about how they are doing leading to their knowledge of results
overlearning definition
can make behavior automatic - helps them master critical skills
decay of learning definition
important to consider that learning could decay over time
learning schema
a framework for organizing learning content eg. outline of the course
trainee motivation definition
the degree to which the learner is motivated to gain the KSAs provided in training or to success in training
training methods
- on the job (OJT)
- machine simulator
- lecture
- programmed instruction
- diversity training
- managerial teaching methods
- new employee onboarding
- online training
- team training
training criteria
kirkpatrick’s model of training criteria:
1. reactions - how did the trainees perceive training?
2. learning - how did they learn the material?
3. behavior - was there change in OTJ behavior?
4. results - was there change in organizational performance eg. profitability
other training criteria models
cognitive, skill-based, affective
designing a Training evaluation
you have to consider what type of evaluation design to use and the threats to validity
external validity threat definition
factors which may affect our ability to interpret results of a study such as training evaluation
eg. reactive effects of the experimental setting
internal validity threat definition
factors that can cause us to have concerns with the accuracy of results obtained in this situation
eg. history, maturation, testing, instrumentation
training evaluation research designs
- experimental rigor: the degree to which threats to validity can be eliminated as the cause of a study’s results.
- rigor can be increased by the use of control groups, random assignment etc.
types of training evaluation research designs
- pre-experiments: least rigorous & control for fewer threats to validity
- true experiments: most rigorous & control for most threats to validity
- quasi-experiments: more rigor than pre-experiments but more practical than true.
- of control group is not feasible, a time series design is a good alternative
selecting an evaluation research designs
- what is the purpose of evaluation?
- available organizational resources?
- what are the constraints?
