Lecture 8: Training Flashcards
Define: training
Training: The systematic acquisition of skills, concepts or attitudes that result in
improved performance in another environment”
What type of control is training?
administrative
Describe some questions asked during needs assessment - organizational analysis
When is training needed?
Examples: change in operation, increased accidents/violence/abuse/discrimination, customer complaints
Is training necessary?
Are there other ways for knowledge and skills transfer?
Is there internal support for training?
Is there a “training culture”
Are the adequate resources?
Number of opportunities/ Opportunities to practice
Professional support
Policies
Supervisor attitudes toward training
Employee participation in needs assessment
Why perform a task analysis
Task analysis to determine training objectives and performance standards
When performing a person analysis - what aspects of human variability should you note for the specific workplace?
Human Variability:
Age
Culture
Ability/disability
Gender
Education, Skill level
Experience
Fitness
Motivation
Intelligence
KSAOs
What characteristics of a person make training outcomes more positive?
- Individual differences in ability - General cognitive ability is the single best predictor of training success
- Adult learners - self directed learning
- Performance oriented learners (outcome) vs Mastery oriented learners (process) - pre training expectations - Low self-efficacy hinders training
Volunteers more likely to learn than forced participants - motivation - Higher motivation levels increases performance and job transfer
- Job involvement - Those with higher organizational commitment show greater motivation to learn
- Locus of Control - Internal locus of control - tend to do better in training
- Self-efficacy - Those who believe in their ability to perform a task tend to succeed
What are the 3 phases of skill acquisition
- declarative knowledge (memorizing, reasoning)
- knowledge compilation (rules - integration)
- Procedural Knowledge – “Skills”,
How do you determine training content?
- based on task analysis
First determine general knowledge needed, why we need to train for it, and then the rules and skills needed for what is being trained on
When delivering training content, what order should you do it in?
- Task knowledge – Knowledge Rules and Skills
- Functional knowledge - why it needs to be done
- General knowledge – broader systems context Helps to develop schemas for memory
Describe some types of researched issues of training
- Train in part or whole? smaller units of material are easier to master
- What is the value of practice? Distributed practice is best
- Type of feedback provided - immediately after behaviour is most effective
- learning and motivation (reinforcement theory - social learning theory - and goal setting)
- Group size (small 10-25 is best for skills)
- Instructor quality (professional, peer, mentor)
- How transferable is learned information/skill to job? Transferability increases with opportunity to apply skills
Transferability is enhanced when training environment is similar to the work environment
Does training decrease injury incidence?
Training increases injury awareness but does not decrease incidence
Describe on the job training advantages and disadvantages
- Major advantage is economy; also transfer of training
- May be expensive if it takes other workers away from their jobs to conduct the training
- Has potential of disrupting production
- Use experienced workers
Imitation - High error & Lack of control
Describe apprentice training
- Training method for skilled crafts and trades
- Involves classroom instruction and on-the-job experience
- Average 4-6 years
- Journeyman
- Tutored by experienced worker
Describe job rotation
- Technique that assigns trainees to various jobs and departments over a period of a few years
- Often used for new college graduates and for training for skilled and semi-skilled jobs
- Disadvantages include disruption caused by frequent moves and not enough time to acquire necessary skills
- Acquaints with whole process
- Best with younger workers
- Difficult with seniority
Describe vestibule training (near job training)
- Simulated workspace in a separate training facility
- High fidelity with actual job helps in training transfer
- Relies on skilled instructors
- Greatest disadvantage is cost
Describe Off-Site Training Methods Lectures
Good for large #s
General information
One-way information flow
Audiovisual Material “Toolbox training”
Describe computer based training
Trainees learn material at their own pace and receive immediate feedback on their progress
Widely used for teaching computer literacy
Decreases training time required and improves transfer
“Intelligent tutoring systems”
Describe web based training
Type of distance learning: Internet/Intranet
Offers same advantages as CBT with more flexibility
20%-35% less than the cost of traditional classroom instruction Rapid update
Describe case studies method of training
A method of executive training in which trainees analyze a business problem and offer solutions
A limitation is that solutions may not be relevant to the job at hand (lack of positive transfer)
Describe business games method of training
Used to develop problem-solving and decision-making skills
Trainees often compete in teams
Teams deal with corporate problems, and instructors evaluate their effectiveness
Describe role playing method of training
Trainees pretend to perform a role, displaying the behaviors they believe are appropriate to the situation
Provides opportunity to practice job-related behaviors Good for sales
Describe behavioural model of training
Trainees attempt to imitate the job behaviors of successful supervisors
Trainer provides introduction
Trainees watch a video of supervisor using appropriate procedures
Trainees engage in behavior rehearsal
Trainer and other trainees provide feedback
Transfers directly to job
Effective in raising employee morale, improving communication with customers and reducing employee resistance to change
Describe mentorship as a training method
Higher satisfaction, career mobility and pay satisfaction
Initiation Phase
Protégé Phase
Breakup Phase
Lasting-friendship Phase
Why is the post training environment important?
Transfer of Training
Generalization Maintenance
Relapse-Prevention Training
