Week 6 - training and developement Flashcards
define Organizational development
a system of planned interventions designed to change an organization’s structure and/or processes to achieve a higher level of functioning.
define training
- Systematic acquisition of skills, concepts, or attitudes resulting in improved performance in another environment
- Basic foundation for training programs is learning
What is the three step process to training need analysis
- Organizational analysis
- Task analysis
- Person analysis
- Required to develop systematic understanding of where training is needed (organizational), what needs to be trained (task), & who will be trained (person)
what are the training objectives
- Drawn from needs analysis
- Akin to unit learning outcomes
- Inform training design and training evaluation.
training methods on - on the job training
- Coaching / mentoring: trained by an experienced worker
- Job rotation: to increase the experiences the worker will have
- Special Projects: first hand experience working on real problems/projects
- Apprenticeship: structured process to acquire skills with components off the job too
Advantages on the job training
inexpensive, learn while doing increases chances of transfer and get immediate feedback; increases experiences and opportunities
Requirements on the job training
trainers need to be trained and given the required materials, and train them to be good instructors
what are examples off the job training
Courses, Workshops Programmed Instruction Conferences Lectures Books, manuals Formal training Simulation
advantages of off the job training
two-way dialogue options like conferences and workshops create shared learning etc., cost effective in delivering content/knowledge/process/sequence
disadvantage of off the job training
may hamper transfer, may be general to meet all audience needs, sometimes difficult to apply, one-way dialogue if lectures, costly to rewrite/re-video if content needs changing
What are some managerial options
- Leader Match
- Rater training: for selection, performance reviews
- Simulations and business games
- Case studies
- Action learning
- Learning journals
- Coaching
- 360 degree feedback
advantages and disadvantages of managerial options
- Advantages: good for developing the less obvious capabilities like ‘thinking’ abilities (decision making, judging, what-if thinking), good for thinking through application to the job and applying principles in different environments
- Disadvantages: “patchy” evidence
what is distance learning
- Can occur across multiple sites at once
- More affordable, learning-tailored alternative to live instruction
- I-O research emerging
what is computer based training
- Allow trainees to individualize their learning experience
- Trainees have more control over instruction
define trainee readiness
Whether employees have the personal characteristics necessary to acquire and transfer knowledge from training
what are some trainee characteristics
- Goal orientation
- experience levels
- trainee motivation
different types of goal orientation
performance:
- Concerned about doing well in training and being evaluated positively; outperforming others
- Approach vs. avoid performance orientation
mastery:
- Concerned about increasing competence for the task at hand and increasing learning.
- Approach vs. avoid mastery orientation
Trainee characterisitcs - experience levels
- Novices with low ability need longer and structured training
- Experienced trainees with high ability benefit from shorter less structured training
Trainee characterisitcs - Trainee motivation
Extent to which trainees are interested in attending training, learning from training, and transferring skills and knowledge back to the job
what are 5 factors to consider on how adults learn
- Chose the technique that will best develop/encode the KSAOs you are trying to develop
- Make it practical to have the person develop actively – enhances encoding and transfer
- Use feedback that is accurate, credible, timely and constructive
- Ensure the method enhances self-efficacy and trainee expectations that it will be successful (i.e. start simple and get more complex)
- Adapt methods to the individuals trainee aptitudes and prior knowledge
what are the two principles of learning
1- active practice:
Actively participating in training/work tasks
2- automaticity:
Occurs when tasks can be performed with limited attention; likely to develop when learners are given extra learning opportunities (over-learning) after they have demonstrated mastery of a task.
define Fidelity
- extent to which tak trained is simialr to task required by job
- physical and psychological fidelity
physical fidelity
Extent to which training task mirrors physical features of task performed on job
psychological fidelity
Extent to which training task helps trainees develop KSAOs necessary to perform job
what are the two types of principles of learning
- whole learning
- part learning
- massed practice
- distrabuted practice
define whole learning
- When entire task is practiced at once
- More effective when complex task has relatively high organization
define part learning
- When subtasks are practiced separately & later combined
- More effective when complex task has low organization
e. g., surgeons & pilots
define massed practice
Individuals practice task continuously & without rest (e.g., cramming for test!)
define distrabuted practice
- Rest intervals between practice sessions
- Generally results in more efficient learning & retention than massed practice
define Utility Analysis
- assesses economic return on investment (ROI)
what are the benefits of training programs based on
- # of individuals trained
- Difference in job performance between trained & untrained employees
- Length of time training expected to influence performance
- Variability in job performance in untrained employees
what are three data collection designs
- non experimental designs
- experimental designs
- quasi experimental designs
define non experimental designs
comparison made to standard and not to group untrained people
define experimental designs
comparison made to group untrained people. Assignment of people to trained and untrained is random
define quasi experimental designs
comparison made to group untrained people. Assignment of people to trained and untrained is NOT random
