training Flashcards
systematic acquisition of skills, rules, concepts, or attitudes that result in improved performance
training
enumerate training steps
determine training needs
develop training program
evaluate training success
training needs analysis
organizational analysis, task analysis, person analysis
the purpose of this needs analysis is to determine those organizational factors that either facilitate or inhibit training effectiveness
organizational analysis
identifying the tasks and competencies for a job. determine how the employees will learn the task/competency
task analysis
who needs training and which areas does the employee need to be trained in?
person analysis
type of analysis that uses performance appraisal scores, rating of employee performance. easiest method of needs analysis
person analysis
problems that can interfere with person analysis
rating errors
high scores in some dimensions then low in some
current appraisal system does not have enough info needed to conduct training
training goals determine the following:
resources (budget)
methods (online/onsite)
evaluation (post-test)
training goals should concretely state the ff:
what learners are expected to do
conditions under which they are expected to do it
level at which they are expected to do it
employee problem-solving practice
they are given a real/hypothetical situation and propose the best solution
using lectures are good for obtaining knowledge but you need other techniques too, like:
simulations, roleplays, handouts
using case studies to apply knowledge
learning by doing (living case)
hypothetical case
learning by observing
trainees role-play ideal behavior rather than the behavior they might normally perform. in some cases, trainees mentally rehearse the correct behavior
learning by observing
employees will more likely attend training if..
it immediately impacts performance
when to use external trainers?
if the organization doesn’t have an expert on the topic
pace of training
lower ability = slower pacing
higher ability = quicker pacing
delivering the training program
interactive video
programmed instruction
synchronous distance learning
employee rotates through several different jobs in the organization. popular for managerial training
job rotation
main advantage of job rotation
allows for lateral transfers and flexibility for replacing absent workers
improves job satisfaction by reducing boredom
usually in craft and building trade. minimum of 144 hrs of formal class work each year and be trained under an expert for several (usually 4 years) and be eligible to join a trade union
apprentice training
experienced employees working with new employees. learn from the job expert
coaching
experts are temporarily placed in the training department
pass-through programs
veteran in the organization training a new employee not just in skill but more as how to blend, advance in the org.
mentoring
coaching vs. mentoring
measures performance vs. does not measure
coach drives relationship vs. mentee drives relationship
coaching is standardized vs. mentoring is personalized
putting a trainee under a training program designed to increase their pay (such as increasing position/level)
skill-based pay
common skill-based pay plans
vertical, horizontal, depth, basic
single job plan
vertical skill-based plan
skills for multiple jobs
horizontal skill plans
specialized skills
depth skill plans
basic skills such as math and english
basic skills plan
extent to which behavior learned in training will be performed on the job
transfer of training
learning/training too much for something that won’t be used for a long time / for emergency use only, such as firefighter’s work
overlearning
methods of evaluating training results
employee reactions
pretest-posttest
application of training
return of investment
