Exam 2 - Chapter 8 Flashcards
(3) Needs ASSESSMENTS (identify needs)
Organizational analysis
Task analysis
Person analysis
Design considerations
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Evaluation
The purpose of evaluation is really simple. It is examining if the training is effective. Also, it sees what weaknesses employees have after the training to see what they can improve on during the training
(3)SYSTEMS Model of Training
- Needs Assessment
- Development
- Evaluation
Needs assessment
- Identify what the needs are
- Is there a need for training?
- Can you improve performance without training? (sometimes the employees have bad attitudes)
Example 1: After training, the employee will be able to express concern to all irate customers with a brief (fewer than 10 words) apology, only after the customer has stopped talking, and no matter how upset the customer is. What is the: Performance: Criteria: Condition:
performance: the employee will be able to express concern to all irate customers
Criteria: with a brief (fewer than 10 words) apology
Condition: only after the customer has stopped talking, and no matter how upset the customer is.
Performance:
What are they excepted to be able to do after they are finshed with training
Condition
under what circumstance will they able to use their newly learned skills
Know how a personal pager works
Perfomance:
Criteria:
Condition:
Performance: know how a personal pager works
Criteria: none
Condition: none
Give all necessary tools, spare parts, and reference manual, be able to repair a personal pager. The repaired device must function to manufacture’s specification in the reference manual
Performance:
Criteria:
Condition:
Condition: Give all necessary tools, spare parts, and reference manual,
Performance: be able to repair a personal pager.
The repaired device must function
Criteria: manufacture’s specification in the reference manual
- ORGANIZATIONAL ANALYSIS: WHERE?
Current Problem / Anticipated Need
- do you have the resources available
- do you have the management support for training
- this is the very first thing to do when considering training
- TASK ANALYSIS: WHAT?
- Tasks & Duties, Skills & Knowledge Needed
- Utilization of Job Analysis Data
- PERSON ANALYSIS: WHO?
- Individual Proficiency
- Utilization of Appraisal Data
Who should be trained?
Designing training programs
What are the issues in training design (3)
- instructional objectives
- trainee readiness and motivation
- principles of learning
What are the principles of learning
- Meaningfulness of presentation
- Feedback and reinforcement
- Massed-versus-spaced learning
- Whole-versus-part learning
- Goal Setting
- Active practice and repetition
- Over learning
Principle of learning how to try maximize the learning experience
incorporate the principles of learning (meaningfulness of presentation, feedback, etc) as much as possible
Meaningfulness of presentation
Why the task you are doing is important to your job
Feedback and reinforcement
- Tell them what they are doing wrong so they can learn from their mistakes
- Also if they are doing it correctly tell them that so they can continue what they are doing
Massed learning
Example
Chunks of hours of learning
- Example: 6 hours of training.
Spaced learning
- 1 hour and having a break and ask the trainees if you are learning correctly. In other words, you have breaks in between the training secession.
Whole learning: ?
Example?
Whole learning: You are going to learn all at once. (Example: Learning all the steps of making a pizza)
Sometimes its best to use whole learning when there is no reason to breakdown it down further
Part learning
- You are going to learn little parts at once and break it down
Goal setting
- Set specific goals instead of general goals.
- It should be a challenging goal
- Challenging and Specific
Active practice and repteition
- Practice makes perfect
- Have a lot of repetition
Over learning
Under what 2 circumstances over learning is desirable?
It is desirable under 2 circumstances
- If it’s not going to be used on the job
- since you won’t be able to practice on the job and some rare circumstance you need the skill - performing under stress
Typically Spaced learning is best for what?
Typically Spaced learning is best for complex tasks.
Training methods
- On-the-Job Training
- Behavior Modeling
- Simulation
- Classroom training
- Audiovisual materials
- Seminars and Conferences
- Case Studies
- Role Playing
- Etc.
Choice of Training Methods
- Presentation methods
- Hands-on methods
- Group-building methods
What are good examples of simulation training?
Computerized training
Example: Cockpit simulations and Medical surgery simulations
What’s the good thing about simulation training
it is risk-free
What are the two words that the professor emphasized during the lectured regrading to simulation training
- Realistic
- Expensive
- Especially the cockpit example she gave in class
What are the types of training methods
- On the job training
- Behavior Modeling
- Classroom training
- Audiovisual materials
- Seminars and Conferences
- Case Studies
- Role playing
What does OJT stand for?
On the job training
What are the factors to determine which training method should be used?
- Learning outcomes: information, attitudes, motor skills
- Cost
- Transfer of training
- Effectiveness
There is 3 components that need to be involved
she will give you an example in a paragraph and you have identify the performance, criteria, and condition
- Performance
- Criteria
- Condition:
Performance
What are they expected to be able to do after they are finished with training
Criteria
acceptable level of performance that you will expect out of them
Condition
under what circumstance will they able to use their newly learned skills
Evaluating training
Reaction: Surveys, interviews
Learning: Test, work sample
Behavior: Transfer of training, observations, performance ratings
Results: ROI, turnover rate
Choose of training
Presentations methods- Says it in the name
Hands-on methods- (the pizza example) actually practicing the tasks
Group building methods- Building trust
adventure training- Mental physical challenges
Self Directed Learning Scale Readiness Scale
is a method for evaluating an individual’s perception of their skills and attitudes that are associated with self-directedness in learning
