Chapter 9: Training

Question 1

• Three basic rights

Answer 1

o The right to know
o The right to participate
o The right to refuse unsafe work

Question 2

The Instructional Systems Design Model of Training Needs Analysis

Answer 2

a general model of the training process that incorporates needs analysis, training design and delivery, and training design and delivery and training evaluation and that notes the interdependencies among the three major components of the training process

Question 3

Needs analysis

Answer 3

the initial stage of the training development process, intended to identify employee and organizational deficiencies that can be addressed with training and to recognize potential obstacles to the success of a training program

Question 4

Needs Analysis – Organizational

Answer 4

• Examine all aspects of the entire organization to assess the organization’s support for training
• Needs analysis of the entire organization
  o Examines resources, strategy and environment including the organization’s support for training
• Safety climate is one indication of an organizations support for OHS training
  o Safety Climate- shared perceptions of the importance of safety in the workplace
• Areas of improvement and training needs are identified

Question 5

o Safety Climate

Answer 5

shared perceptions of the importance of safety in the workplace

Question 6

Needs Analysis – Job/Task

Answer 6

• SMEs can play an important role (subject matter experts)
• 6 steps to identify tasks:
  1. Identify target jobs
  2. Obtain a job description
  3. Develop rating scales (importance, difficulty, frequency)
  4. Survey a sample of incumbents
  5. Analyze and interpret information
  6. Provide feedback on the results
• Tasks can be behavioural, cognitive, or team-oriented

Question 7

• Training objectives

Answer 7

statements regarding the knowledge, skills and behavioural changes that trainees should acquire in the training program

Question 8

• Train the trainer

Answer 8

programs designed to offer subject matter experts in various content areas skills in program delivery and communication

Question 9

Needs Analysis – Person analysis

Answer 9

• Individual employees behaviour is studied to identify gaps in performance
• Goal is to determine who needs training
  o Current performance is compared to a desired standard
• Identify the method of assessment
  o May use observation, work samples or performance tests

Question 10

Needs Analysis – Summary

Answer 10

• The problem that are identified during the needs analysis will influence
  o Whether or not training is the answer
  o Which type of training we will use
  o What will be evaluated

Question 11

WHMIS – Workplace Hazardous Materials Information System

Answer 11

• A legislated training program in the handling of potentially hazardous chemicals in the workplace that ensures Canadian workers recognize hazardous materials and are knowledgeable in emergency procedures following a chemical spill

Question 12

The Instructional Systems Design Model of Training

Answer 12

• Following the needs analysis, an informed decision can be made about the potential effectiveness of training
• If training is identified as a solution, decisions about the training must be made
• Learning Theory and Training Delivery
• Three major approaches to the study of learning:
  o Behaviorist perspective
  o Social learning
  o Experiential learning

Question 13

Training Design and Delivery – Behaviorist Perspective

Answer 13

• Behaviourists state that learning results when a person associated particular behaviours with certain immediate consequences or rewards
• The behaviourist approach suggests that health and safety training should target specific actions
  o E.g., conditioning theory

Question 14

Training Design and Delivery – Social Learning (cognitive perspective)

Answer 14

• Learning by observations of models
• Observing others can help us learn various motor skills or styles of behaviour
• The people we observe during social learning are called models
• Four important mental processes:
  1. Attention – observe, be aware of skills
  2. Memory – remember and encode skills
  3. Motor control – try out and rehearse skills
  4. Motivation – positive outcome when using skills

Question 15

Training Design and Delivery – Experiential Learning

Answer 15

• A process aimed at developing knowledge and skills
• Knowledge and skill acquired by participation
• Realistic situations
• Have opportunity for reflection (e.g., role plays and simulations

Question 16

Training evaluation

Answer 16

a component of the ISD training model designed to assess the value added for individuals and organizations following the implementation of a training program

Question 17

• Kirkpatrick’s Hierarchical Model of training effectiveness highlight 4 important outcomes

Answer 17

o	Trainee reactions
o	Trainee learning
o	Trainee application of learning
o	Organizational results
-	These outcomes are hierarchical

Question 18

New Perspectives of Training

Answer 18

• Support for training vs support for all aspects
• Specific skills vs general value
• Passive learning vs active learning
• To be a better employee vs to be a better person