Organisational - Training Flashcards
Training is the systematic _______ of attitudes, ________, ______, roles or ______ that result in improved __________ at work
acquisition concepts knowledge skills performance
Development is the set of ________ that workers undergo to ______ and _____ their KSAOs (what are KASs again?)
activities
broaden and refine
KSAs = knowledge, skills and abilities
Training is needed for many different things, including
- training after _____
- ______ training (blackboard to canvas)
- ______ change (centralised admin at usyd) 4. ________ of skills (especially for things not done often such as evacuations)
- _______ change (more diverse workplace settings now, Me Too movement, etc)
selection conversion organisational maintenance attitude
STAGE 1
The first step in conducting a training program to conduct a ______ _________.
needs assessment
STAGE 1 A needs assessment is a set of \_\_\_\_\_\_\_ designed to collect \_\_\_\_\_ about what the organisation \_\_\_\_\_ out of the training program. Questions should be asked in terms of: 1. \_\_\_\_\_\_ goals 2. specific \_\_\_\_\_ 3. \_\_\_\_\_\_\_ involved
activities collect needs organisation's tasks people
STAGE 1 Give examples of what kinds of questions come to mind, with regard to: 1. organisation's goals 2. specific tasks and duties 3. People involved
resources available? time, money, personnel, do supervisors support training and lead by example?
job analysis - what needs to be done, performance standards, etc
What KSAOs do they need? Which ones do they already have? Weaknesses due to lack of training or lack of motivation?
STAGE 2
The second stage of the training process is ____ ________. This should be derived from the _____ _______.
set objectives
needs assessment
STAGE 3
The third stage of the training process is training ______.
design
STAGE 3. Training Design
Name four things that should be taken into consideration when designing training (A-D)
A. learning objectives - eg: what knowledge/skills will be taught
B. principles of learning - how people learn (psychological theory can lend some insight into this)
C. trainer qualifications - they should be knowledgeable about the content and organisation, as well as understand learning principles and be motivated to train.
D. individual differences - in motivation, preferred learning style, etc
STAGE 3. Training Design
B. Principles of learning
Conceptual organisers can help for…?
Give an example
meaningful encoding. It can orient the trainee and provide a framework for learning.
E.g; plan of what is to be discussed, statements of purpose, outline of key points. etc
STAGE 3. Training Design
B. Principles of learning
Modelling is when….
the instructor demonstrates the behaviour and can accompany it with verbal elaboration (based on social learning theory)
STAGE 3. Training Design
B. Principles of learning
It is known that the greater the ________ that follows a behaviour, the more easily and ______ that behaviour will be learned. In a recent meta-analysis, it was found that the strongest reinforcement was ______
reinforcement
rapidly
money
STAGE 3. Training Design
B. Principles of learning
_______ is the knowledge of the results of one’s actions. It should be accurate, _____ and _______.
feedback
timely
constructive
STAGE 3. Training Design
B. Principles of learning
It is important to consider ______ load.
What are the three difference types?
cognitive
- Intrinsic load - imposed by the task
- extraneous load - imposed by the instructional design (e.g: role plays - you have to focus on the skills and the acting part)
- germane load - useful load to be added when the learning task itself has low intrinsic load - simple and boring tasks are made more fun
STAGE 3. Training Design
B. Principles of learning
Describe the difference between whole and part learning.
whole learning - entire task is practiced at once.
part learning - subtasks are practiced separately and later combined
STAGE 3. Training Design
B. Principles of learning
What is massed practice and how is it different to distributed practice?
Massed practice is when individuals practice a task continuously without rest, but distributed practice is when the individual is provided with rest intervals, spaced over long time periods.
STAGE 3. Training Design
B. Principles of learning
It is important to ______ practice, that is actively participating in a task rather than ________ observing someone else perform it.
actively
passively
STAGE 3. Training Design
B. Principles of learning
_______ is when trainees are presented with extra learning opportunities even after they have demonstrated ______.
overlearning
mastery
STAGE 3. Training Design
B. Principles of learning
It is important to consider ______, which is the extent to which the task is ______ to that required on the job
fidelity
similar
STAGE 5
The fifth stage of the training process is training _________. Often the _____ _____ is considered, which is the degree to which trainees apply the knowledge, skills and attitudes gained in training to their jobs
evaluation
training transfer
STAGE 5: Training evaluation
Describe the three ways training transfer can occur.
- Initiation - does the person start using the training material on the job?
- Maintenance - does the person keep using the training material on the job?
- Generalisation - can the person adapt what they learned as the job changes? (flexibility)
STAGE 5: Training evaluation
Describe the fours types of training evaluation studies and their pros and cons
Pre-post design - no comparison
- great for maximising sample size and better for ethical reasons as no one misses out on training
- no way of determining if the effects are due to training or another factor
Pre-post design - with comparison
- can determine if the effects are due to the training or another factor
- ethical issues of delaying or withholding training
Pre-post design - with non-equivalent comparison
- non-practical within organisations (needs two different offices, etc)
- confounds arise from unknown differences between groups
post-test only - with comparison
- useful if pre-testing is thought to interact with training
- cannot test how similar the control and test group were initially
Name four reasons why the future of psychology in training is so bright
- increased technology - simple jobs done by machines now - conversion training
- diversity of the workforce
- continuous learning - focus on career progression now
- adaptation and flexibility - applying what you learn indifferent situations
STAGE 4
The fourth stage of the training process is training ________.
implementation
