Training and Training Methods

Question 1

training (def)

Answer 1

• systematic acquisition of skill, rules, concepts, or attitudes that improve performance
• the process though which the knowledge and skills of employees are enhanced for an immediate job or role
• interest in training has increased dramatically over the past 20 years

Question 2

purpose of training

Answer 2

• teach employees new skills or knowledge

- hope that performance will improve

Question 3

• why training has increased

Answer 3

• lower skilled worker
• change i technology
• more complex jobs
• more career changes
• trained employee is an asset
  
  • competitive advantage
  • job skill/knowledge
  • satisfaction and commitment

Question 4

why academic lit. on training is much smaller than for selection

Answer 4

• traditionally empirical / non-theoretical
• evaluation is not done
• training has fads
• fewer legal concerns

Question 5

human learning and memory (learning theory)

Answer 5

1. encoding. retaining, and using info

2. permanent change in behavior due to experience

Question 6

three learning approaches (learning theory?)

Answer 6

1. experience: learn by our experiences (on the job)
2. social learning: learn by watching others (videos)
3. cognitive learning: problem solving/memory (tests)

Question 7

early learning theories (behaviorism)

Answer 7

1. pavlov: antecedent learning

2. skinner: consequence learning

Question 8

role of feedback

Answer 8

• learning is small without feedback
• must be perceived accurately and accepted
• from a credible source
• can’t be too frequent
• should be tailored to individual if possible

Question 9

training needs assessment (3 parts)

Answer 9

1. organization analysis
2. task and KSAO analysis
3. person analysis

Question 10

organization analysis

Answer 10

• purpose: identify the global, organization-wide problems
  
  • training may not be a cure
• specify goals: increase safety, decrease errors - clear and specific
• determine training climate:
  
  • transfer climate: will it help/support
  • identify constraints: time off job/mandatory/equipment/OSAHA
• two approaches:
  1. personnel audit/gap analysis:
  
  • current assets
  • projected future needs
    
    2. effectiveness assessment:
  • identify and diagnose
    a. turnover
    b. absenteeism
    c. productivity
    d. injuries

Question 11

job/task analysis

Answer 11

• usually results in four types of info:
  1. standards of performance
  2. tasks
  3. performance task
  4. KSAOs
• physical fidelity: do training tasks match job tasks
• psychological fidelity: match of KSAOs

Question 12

person analysis

Answer 12

• purpose: identify employees that need training
• assessment methods:
  a. performance appraisal
  b. some objective criterion
  c. specific tests/assessments
• readiness for training

Question 13

training methods (12)

Answer 13

1. on the job: learn job while doing the job
2. job rotation
3. apprenticeship
4. lecture
5. audiovisual
6. conferences/worksops
7. programmed instruction/computer assisted instruction
8. error management training
9. role playing
10. simulations/games/vestibule training
11. mentoring coaching
12. sexual harassment/cultural diversity/sensitivity training

Question 14

managerial training

Answer 14

• problem solving
• stress management
• communication / interpersonal skills
• motivating employees
• leadership
• managing conflict