WEEK 4 Flashcards
EMPLOYEE TRAINING
Refers to the process of equipping employees with the knowledge, skills, and competencies
they need, to perform their job effectively and efficiently
TRAINING FRAMEWORK
A training framework is a structured approach used by organizations to plan, develop,
implement, and evaluate their training and development programs.
BENEFITS OF TRAINING
- Economy in Operations – Trained personnel will be able to make better and
economical use of materials use of materials and equipment. - Greater Productivity – A well-trained employee usually shows greater
productivity and higher quality of work-output than an untrained employee. - Uniformity of Procedures – With the help of training, the best available methods
of work can be standardized and made available to all employees. - Less Supervision – If the employees are given proper training, the responsibility
of supervision is lessened. - Systematic Imparting of Skills – A systematic training program helps to reduce
the learning time to reach the acceptable level of performance. - Creation of Inventory of Skills – When totally new skills are required by an
organization, it must face great difficulties in employment. - Higher Morale – The morale of the employees is increased if they are given proper
training.
Training design process
refers to a
systematic approach for developing training programs
two specific types of training design processes
Instructional System Design (ISD)
and the ADDIE model (analysis, design, development, implementation, and evaluation)
training design process
NEEDS ASSESSMENT (STAGE 1)
ENSURING EMPLOYEES’ READINESS FOR TRAINING (STAGE 2)
CREATING A LEARNING ENVIRONMENT (STAGE 3)
ENSURING TRANSFER OF TRAINING (STAGE 4)
SELECTING TRAINING METHODS (STAGE 5)
BENEFITS OF TRAINING TO EMPLOYEES
- Acquisition of New Skills – Employees acquire new skills and knowledge which
will help them develop their career prospects. - Higher Wages – The productivity of the workers is increased because of training.
- Industrial Safety – Trained workers are less prone to accidents as they handle the
machines carefully. - Preparation for Promotion – The efficient workers sharpen their skills during
training. - Higher Morale -Trained employees know their jobs well and have a smaller
number of accidents.
Goal-setting Theory
Explains the mechanisms by which goals influence behavior, and how the latter
can be moderated by goal characteristics (difficulty and specificity), the level of
commitment, the importance of the goal, levels of self-efficacy, feedback, and
task complexity.
Behavioral learning Theory
Behavioral learning is a training theory centered around the idea that people learn
through their interactions with their environment. Basically, it assumes that
learners react and behave based on the associations between stimuli and
responses. Positive reinforcement plays a vital role in this training theory
Adult Learning Theory
The principles of adult learning theory emphasize that adult learners have
different qualities and needs than younger learners
Constructivist Learning Theory
According to constructivist learning theory, people are more active learners than
passive. Meaning, they learn best when they experience or discover things on their
own, rather than simply being lectured
➢ Microlearning Theory
Microlearning theory explains that learners absorb new information better if it is
presented in short, concise bursts
ONBOARDING, OR SOCIALIZATION
Refers to the process of helping new hires adjust to social and performance aspects of
their new jobs.
THE TRAINING PROCESSES
ASSESS
MOTIVATE
DESIGN
DELIVER
EVALUATE
Process evaluation
focuses on determining whether the elements involved in the
training development and delivery process were adequately conducted
- Outcome evaluation
focuses on the effect the training had on learners and their
organizations
Sharing the results of evaluation
is important for improving training efforts
On-the Job Training (OJT)
peers or managers training new or inexperienced
employees who learn the job by observation, understanding, and imitation.
Apprenticeship
a work-study training method with both on-the-job training
and classroom training.
internship
is on-the-job learning sponsored by an educational institution or
is part of an academic program.
Simulations
is a training method that represents a real-life situation, with
trainees’ decisions resulting in outcomes that mirror what would happen if the
trainee were on the job.
THE KIRKPATRICK MODEL
the model focusing on training programs specifically, it’s
broad enough to encompass any type of program evaluation.
Level 1: Reaction
▪ Level 2: Learning
▪ Level 3: Behavior
▪ Level 4: Results
Learning Management System (LMS)
– refers to a Technology platform that
automates the administration, development, and delivery of a company’s training
program.
Cross Training
– team members understand and practice each other’s skills.
Action Learning –
teams or work groups get an actual business problem, work on
solving it and commit to an action plan and are accountable for carrying out the
plan.
Behavior Modeling
– one of the most effective techniques for teaching
interpersonal skills. Each training session, which typically lasts four hours, focuses
on one interpersonal skill, such as coaching or communicating ideas.
Experiential Programs
– are training programs in which trainees gain knowledge
and theory, participate in behavioral simulations, analyze the activity, and connect
the theory and activity with on-the-job situations.
EVALUATION TECHNIQUES
- For example, if you are teaching new drivers how to change a tire, you can measure
learning by asking them to change a tire in front of you; if they are able to do so successfully, then that speaks to the success of the program; if they are not able to
change the tire, then you may ask follow-up q
A more formal level 2 evaluation may consist of each participant following up with
their supervisor; the supervisor asks them to correctly demonstrate the screen
sharing process and then proceeds to role play as a customer.
This would measure
whether the agents have the necessary skills.
if the training initiatives don’t
align with and benefit the business, their existence may lack justification.
Audiovisual Training – includes overheads, slides, and video. It has been used for
improving communications skills, interviewing skills, and customer service skills
and for illustrating how procedures (such as welding) should be followed.
