Week 6

Question 1

Training vs Development

Answer 1

Training focuses on current job, and individual employees with immediate effect and to fix current skill deficits

Development focuses on current and future jobs, and a work group or organisation with long term effect and to prepare for future work demands

Question 2

Different phases of T&D

Answer 2

1) Analyse training needs
2) Plan the training system
3) Implement the training
4) Evaluate the training program

• T&D enhances KSA (knowledge, skills and attitude)

Question 3

Soft training

Answer 3

Includes emotional intelligence, adaptability, creativity, influence, communication, and teamwork. Some refer to soft skills as “power skills” or “professional life skills” to emphasise their importance

Question 4

Cognitive-behavioural training example

Answer 4

166 financial services sale agents
received a seven-week training on goal
setting, thinking errors, and
attributional style.
- After the training, the sales agents:
- had a more optimistic attributional style
- were less stressed
- had a higher level of job satisfaction
- had a higher level of self esteem.

Question 5

Fixed vs Growth mindset

Answer 5

Fixed:
- belief that ability is a fixed trait that cannot be changed
- effort is bad; if ur smart, u shouldn’t have to work hard
- what matters is looking smart so you can prove your point
- helplessness; setback is a sign that you don’t have what it takes
- failure is the end of the story, time to give up

Growth:
- Belief that ability is malleable and can be developed
- effort is good; it’s how you get better
- what matters is learning, so you can improve your ability
- resilience; is a sign that you need to work harder or try a new strategy
- failure is the beginning of the story: time to try again

Question 6

Impacts of a growth mindset culture

Answer 6

• Employees have more trust
• Higher employee engagement
• Foster innovation
• Employees are more ethical

Question 7

Analyse training needs (3 levels)

Answer 7

Organisational analysis:
- external environment
- organisational culture
- mission
- long term goals & short term goals
- how can training outcomes support the business objectives
Task analysis on the training needs:
- a detailed study of the job to identify specific skills required.
- used to determine training skills of new employees and give them the skills and knowledge needed to do the job
Performance analysis on the training needs:
- verify that there is a training deficiency and determine whether that deficiency should be corrected through training or through other means

Question 8

Plan the training programme

Answer 8

Potential costs of training
(E.g. cost of venue, trainer, coordinating the training and development of training materials)

Potential benefits of a training program
(E.g. better employee performance, higher productivity, increase profitability, reduce turnover/ accident rate, time saving, cost saving)

Question 9

Implement the training
(deciding on training methods)

Answer 9

Methods:

1. Lecture
2. On-the-job (OTJ) training
3. Management Trainee Program
4. E-learning
5. Case study
6. Job Shadowing
7. Executive Coach
8. Mentoring/apprenticeship
9. Game-based training?

Question 10

Evaluating Trining programme

Answer 10

4 levels of evaluation
▪ Reaction of trainees to the program
▪ Learning that actually took place
▪ Behavior that changed on the job
▪ Results (e.g. reduced cost, increased sales,
lowered customer complaints) that were
achieved as a result of the training