Finals: G2 Training and Development: Motivating Employees Flashcards
To motivate the employees, they must to attend taming that requires them to attend training “on the clock.”
Motivating employees to learn during training
- The material covered in training will directly affect their immediate job performance.
RELATE THE TRAINING TO AN EMPLOYEE’S IMMEDIATE JOB
- Employees will have a good time as well as learn something useful
MAKE THE TRAINING INTERESTING
- Employees play a role in choosing and planning the types of training offered.
INCREASE EMPLOYEE BUY-IN
- Incentives for attending trainings may include CERTIFICATES, MONEY and PROMOTION OPPORTUNITIES.
PROVIDE INCENTIVES
- Used a free pizza as incentives to get employees to attend short training sessions during lunch or dinner.
PROVIDE FOOD
- Training transfer means that learners are able to “transfer” their knowledge and skills learned in a training session back to their jobs.
ENSURING TRANSFER OF TRAINING
Training should closely mimic the actual job environment to enhance transfer of skills. For instance, a restaurant training its waitstaff should simulate realistic scenarios including customer complaints and order changes.
Realism in training environment enhances skill transfer
The extent to which employees actually can use the learned material.
Application of Training
This determined by evaluating whether the goals for training were met.
Business Impact
It is used to evaluate the efficiency or profitability of an investment or compare the efficiency of a number of different investments.
Return on Investment
This mean how employees feel and act in response to things that happen at work, like changes in rules, how their bosses treat them, or how they feel about their job.
Employee reactions
- enables employees to upgrade their competencies and thereby strengthen their company’s performance.
Employee Learning
The diagram for a pretest/posttest control group design
Experimental group: Pretest → Training → Posttest
Control group: Pretest → Posttest
This section will discuss the types of criteria that can be used for these pretests and posttests.
Evaluation Criteria
- refers to the extent to which a measurement instrument accurately represents the domain of interest. In other words, it assesses whether the content of a test or assessment tool adequately covers the full range of behaviors, skills, or attributes relevant to the construct being measured.
Content Validity
- Assessing the effectiveness and outcomes of a training program.
Evaluation of Training Results
2 ways to evaluate the effectiveness of a training program
• Involves practicality
• Concerned with experimental rigor
-Training should expose trainees to various situations and conditions to prepare them for the unpredictability of the job. For example, an electronics assembler may practice winding coils at different speeds and sizes to adapt to different demands.
Variability in practice prepares trainees for diverse workplace challenges
Employees need opportunities and encouragement to apply what they’ve learned. Supervisors play a crucial role in fostering a supportive environment where employees can confidently utilize their newly acquired skills.
Provide opportunities and encouragement for skill application
- Focusing on fundamental principles rather than just specific facts or techniques enhances understanding and adaptability in different job situations.
Focus on teaching fundamental concepts and principles
