chapter 8 - training Flashcards
Need for Training – Needs Analysis
-job/organization specific training
-retrained
-continued development
increased organizational commitment, job satisfaction –> increased productivity, decreased absenteeism, less turnover
Transfer of Training
extent to which the materials, skills or procedures are taken back to the job and used
- -positive: i proves performance
- negative: performance declines, confusion etc
2 types of Training Delivery
general --lecture --on the job --self directed - elearning ect
employee dev based approaches:
- -orientations / new employee socialization
- -coaching
- -behavior modeling
- -business simulation
- -corporate universities
Learning
relatively permanent changer in behavior that occurs as a result of training
assessing training needs
*competency based training - identify the compentencies a company wants emplotyees to have and then developing training programs around that
4 types of training needs analysis
1) organizational (global, organizational factors)
2) task (departmental, new tasks etc)
3) person (new individual, low performers, high potential)
4) demographics (minority, protected, disability)
size of unit learned - 2 ways
distributed practice - good for long-term learning
massed practice - more challenging, less positive outcomes
what are 3 important components of feedback?
immediate, frequent, positive & negative to increase performance
3 types of experience that impact executive development
10% from courses
20% from others
70% on the job
how to increase positive transfer of training
- identical elements theory: maximize similarity between training and job situation
- active practice
- different contexts to practice
- work together with trainers, trainees and managers
criteria for training programs (evaluation)
relevant, reliable, sensitive, practical, fair
what are 4 elements of Kirkpatrick’s taxonomy?
reaction criteria
learning criteria
behavioral criteria
results criteria
