Training Flashcards
Training
Systematic process through which employees gain knowledge and develop skills that result in improves performance.
Training Analysis
Identify the problem. Establish whether it is a training problem. Identify what skills/knowledge/attributes are needed to fix the problem. Identify who needs the training.
Needs Assessment
Identifying performance requirements and the gap between desired outcomes and actual performance. Organisational, task and person components.
Organisational Analysis
Identifying what training is needed to support the organisation and its goals.
Task Analysis
Identifying the training needed to complete a particular job or task within the organisation.
Person Analysis
Identifying the training needs of individual employees.
Phases of Learning
Cognitive Phase - learn facts and concepts, high error rate and slow performance.
Associative Phase - facts become chunked into routine, errors decline and less concentration is needed.
Autonomous Phase - performance becomes fluid, automatic and correct and can be transferred to a wide range of situations.
Preconditions for Learning
Trainee readiness - training must focus on what trainees don’t know and build on previous knowledge
Trainee motivation - trainees must be motivated to learn (establish concrete but achievable goals, involve them in needs assessment and build self-efficacy).
On-the-Job Training
Training occurs at the worksite. Minimises cost and maximises motivation and learning transfer, but increases disruption and distractions.
Off-the-Job Training
Training occurs at a specialised training facility. Higher cost and reduced motivation, but minimises disruption and distractions.
Evaluation of Training
Vital to evaluate training to determine its effectiveness.
train > measure (post-test design)
measure > train > measure (pre/post-test design)
measure > train OR no train > measure (control group design)
Levels of Evaluation
Reaction - measure satisfaction of employees with training course (survey)
Learning - how much trainees have learned (test)
Behaviour - measure on-the-job performance (appraisals)
Results - impact on the organisation (profit/injuries etc)
Important to consider other factors when evaluating training (eg markets, initial ability etc).
