Training

Training can... Increase employees’

knowledge of foreign competitors and cultures.

Help ensure that employees have skills to work with new technology.

Help employees understand how to work effectively in teams to contribute to product and service quality.

Training can... Ensure that the company’s

culture emphasizes innovation, creativity, and learning.

Ensure employment security by providing new ways for employees to contribute when their : jobs change or interests change skills become obsolete

Prepare employees to accept and work more effectively with each other, particularly with minorities and women.

Training Training is a planned effort by a company to

facilitate the learning of employees.

High-leverage training is: linked to strategic business goals and objectives, supported by top management, relies on an instructional design model, and

benchmarked to programs in other organizations.

Continuous learning requires employees to understand the entire work process, expects them to acquire and apply new skills, and share what they have learned.

Strategic Training & Development Process

Designing Effective Training Activities

1. Needs Assessment• Organizational Analysis• Person Analysis• Task Analysis

2. Ensuring Employees’ readiness for Training• Attitudes and Motivation• Basic Skills

3. Creating a Learning Environment• Identification of learning objectives and training outcomes• Meaningful material• Practice• Feedback• Observation of others• Administering and coordinating program

The Training Process

Designing Effective Training Activities

4. Ensuring Transfer of Training• Self-management strategies• Peer and manager support

5. Selecting Training Methods• Presentational Methods• Hands-on Methods• Group Methods

6. Evaluating Training Programs• Identification of training outcomes and evaluation design.• Cost-benefit analysis

The Training Process

Needs Assessment Process

3 Factors Used to Choose Training

5 Factors that Influence Employee Performance and Learning

1.Person characteristics

Ability and skill Attitudes and

motivation

2. Input Understand what, how,

when to perform Necessary resources

(equipment, etc.) Interference from other

job demands Opportunity to perform

3. Output Expectations for

learning performance

4.Consequences

Positive consequences/incentives to perform

Few negative consequences to perform

5. Feedback Frequent and

specific feedback about how the job is performed

Ensuring Employee Readiness for Training

Motivation to learn is the desire of the trainee to learn the content of the training program.

Self-efficacy is the employees' belief that they can successfully learn the content of the training program.

Ensuring Employee Readiness for Training

To increase employees' self-efficacy level:1. Let employees know that the purpose of

training isto improve performance rather than to identify areas in which employees are incompetent.

2. Provideas much information as possible about the training program and purpose prior to actual training.

3. Show employees their peers’training success.

4. Provideemployees feedbackthat learning is under their control they have the ability and responsibility to overcome

learning difficulties experienced in the program.

Basic Skills

Cognitive Ability–verbal comprehension,quantitativeability and

reasoning ability

Cognitive Ability–verbal comprehension,quantitativeability and

reasoning ability

Reading Ability –level of difficulty of

written materials

Reading Ability –level of difficulty of

written materials

Creating a Learning Environment

7 Conditions for Learning

1.Need to know why they should learn.

2.Meaningful training content.

3.Opportunities to practice.

4.Feedback.

5.Observe experience and interact with others

6.Good program coordination and administration

7.Commit training content to memory

Selecting Training Methods

Presentation Methods Instructor-led classroom instruction Distance learning, teleconferencing &

webcasting Audiovisual techniques Mobile technologies

Hands-on Methods On-the-job training Self-directed learning Simulations Business games and case studies Behavior modeling Interactive video E-learning

Outcomes Used in Evaluating Training Programs

OUTCOMEWHAT IS

MEASUREDHOW MEASURED

Cognitive Outcomes

• Acquisition of knowledge

•Pencil and paper tests•Work sample

Skill-based Outcomes • Behavior

• Skills

•Observation•Work sample•Ratings

Affective Outcomes

• Motivation• Reaction to

Program• Attitudes

•Interviews•Focus groups•Attitude surveys

Results • Company Payoff

•Observation•Data from information systemor performance records

ROI • Economic

value of Training

•Observation•Data from information systemor performance records

Pretest/Posttestwith comparison

group

Posttest only with comparison

group

Pretest/Posttest

Evaluation Designs

Posttest Only

Time Series

Posttest Only

Time Series

Determining Return on Investment

Cost-benefit analysis is the process of determining a training program’s economic benefits using accounting methods.

• Determining costs• Determining benefits• Making the analysis

Organizational socialization is the process used to transform new employees into effective company members.

Socialization and Orientation

GooD LucK