types of training
- New employee orientation
- Employee retraining & continuing education
- Retirement planning
- Career development
- Training workers for international business
- Training in diversity issues, harassment & ethical behavior
transfer of training
concept if the training is actually applied in the work setting
needs analysis
organization must have some idea of what workers need to know to perform their jobs
task analysis
- concerned with KSAOs that a worker requires to perform a specific job effectively
• Starting with job description
• Translating the specific task requirements of the job into the basic components of knowledge & skill incorporated into a training program
demographic analysis
determining the specific training needs of various demographic groups
- ex: (women & men, certain ethnic minorities, & workers of different age brackets)
stimulation training
instructs employee to proper work operations without actually putting them in the job setting (ex: jet pilots, astronauts, etc)
• Allows worker hours of practice under conditions that are similar
• Often very expensive
computer-assisted instruction (CAI)
- Immediate testing (computer can calculate results right away)
- Individualized instruction
- PROBLEM → some employees may not have the self-motivation to learn & may do better in formal “live” training programs
evaluation of training
important whether any measured changes in criteria are indeed the result of training
behavioral criteria
- measures amt. Of newly learned skills once trainee has returned to the job
− Observable methods, usually when supervisors record the use of newly learned behaviors
results criteria
- measures outcome important to org. (increased trainee work output as expressed by production rates, dollar sales, or quality of work
− Cost benefit analysis can be performed by comparing the costs of program to $ value of the results
− Usually most important evaluation of program’s effectiveness
management/leadership training methods
- Problem-solving case study – management training technique that presents a real or hypothetical organization problem that trainees attempt to solve
- Role-playing – exercise that requires trainees to act out problem situations that often occur at work
- Management games – using scaled down enactments of the operations and managements of organization
- Conference – unstructured management training technique in which participants share ideas, info, & problems (aka a group discussion)
- Action learning – teams assembled to work on a company related problem or issue to learn by doing
- Mentoring – training program in which an inexperienced worker develops a relationship with an experienced worker who serves as an advisor
- Coaching – 1 on 1 relationship where a consultant helps an executive improve performance
on-site methods of job training
Consist putting an inexperienced worker with a experienced worker to teach. Involves hands on training
Advantages/Disadvantages of on-the-job training
Advantages:
- oldest & most used
- Requires little prep & low cost
Disadvantages:
- Org. neglects to consider the abilites & motivation of the experienced workers who serve as trainers
- If trainers don’t see a personal benefit = not motivated to do a good job
- Trainer doesn’t know the procedure or doesn’t follow proper work procedures
