Lecture 8: Employee training

Question 1

Training

Answer 1

A planned effort by the organization to facilitate the learning of job related behaviour on the part of its employees

Question 2

ORganizational analysis

Answer 2

What organizational goals do you want to achieve with the training?

Question 3

Task analysis

Answer 3

What must the trainee learn in order to perform the job effectively?

Question 4

Person analysis

Answer 4

Which individuals need training and for what?

Question 5

Training methods

Answer 5

• Classroom training
• Distance learning
• On-the-job training

Question 6

Classroom trainings

Answer 6

• Lectures to increase knowledge (people find them boring)’
• Case studies
• Simulation excercises (good for skills)
• Role play (can be embarrasing)
• Behavioural modelling (role playing ideal behaviour instead of their normal behaviour)

Question 7

Distance learning

Answer 7

• Books, videos, or programmed instruction
• Allow to choose a moment to learn
• Can be monotonous because of one-way interaction and lacks interactivity

Question 8

On-the-job training

Answer 8

• Modelling: observing someone and learning by watching them
• Job rotation: required to perform multiple jobs in the organisation
• Apprentice training (stage)
• Coaching: coaches giving advice in how to improve
• Mentoring: gives advice when you get stuck
• Performance appraisal (used for identifying the training needs)

Question 9

Sandwich method

Answer 9

• First, give positive feedback
• Then, provide constructive criticism –> suggestion to improve
• Then, give positive feedback at the end
  –>problem: a lot of people know about this so it can evoke defensive reactions

Question 10

Ensuring training transfer

Answer 10

• Have realistic training programs
• Have opportunities to practice work-related behaviour during the training
• Provide employees with the opportunity to apply their training
• Ensure management is supportive
• Let employees set goals

Question 11

Issue of practicality

Answer 11

You want a training that’s practically feasible, so a method of evaluation that is practically feasible too

Question 12

Issue with the experimental rigour

Answer 12

You want a training that is scientifically valid

Question 13

Time-series design

Answer 13

Pretest–> training–> posttest
- You don’t know if the changes between the 2 tests is due to the training or other variables

Question 14

Experimental design

Answer 14

Pretest–> training–> posttest
AND Control group with just pre- and posttest
- accounts for the issue with time-series design
- Control group can differ from your experimental group in charachteristics

Question 15

Quasi-experimental design

Answer 15

training–> posttest
AND control group with –> training –> posttest
- Difference can also be due to that the training group was already more motivated

Question 16

Solomon four-group design

Answer 16

Complicated design that requires 4 groups which is a good design and addresses the problems of other design:
Group 1: training and posttest
Group 2: pretest, training and posttest
Group 3: Prestest and posttest
group 4: Posttest
- Not realistic in organisation