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Unit Six - Training & Development - Precorded Lecture Slides

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khushiakbari02
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© © All Rights Reserved
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COMM 2BC3

Human Resources Management


and Labour Relations
UNIT 6 Lecture
Helen Chen, Ph D
Agenda
• Overview of Training & Development
• Training: A System View and Key Considerations
• Employee Development & Career Management
Definitions
• Training: Planned effort by an organization to facilitate
employees’ learning of job-related knowledge, skills,
and behaviors.
• Development: combination of activities that help
employees prepare for the future of their careers.
Why Training and Development
• Legislative requirement
• Job requirement
• Remedial, correct performance issues
• Maybe used as a reward
Definitions (Con’t)
• Training: Planned effort by an organization to facilitate
employees’ learning of job-related knowledge, skills, and
behaviors.
• Development: combination of activities that help employees
prepare for the future of their careers.
• Learning: a relatively permanent change in behavior and
human capabilities produced by experience and practice
• Performance: Actions or behaviors relevant to the
organization’s goals; measured in terms of each individual’s
proficiency.
Training:
System View & Key Considerations
Instructional System

Design, Delivery &


Needs Analysis Evaluation
Implementation
• Organization • Training Objective • Evaluation Criteria
analysis • Training Content • Evaluation Design
• Task Analysis • Training Method
• Person Analysis *Learning Principle*
Training Needs Analysis
Training Objective and Content
• Three components of effective training objectives:
1. What employee is expected to do; quality or level of performance;
and conditions to apply
2. Performance standards that are measurable
3. Resources needed to carry out the desired performance or outcome
• Meaningful content:
1. Learning content should make use of concepts, terms and examples
familiar to the learners.
2. Learning context should be as similar to the work environment
Training Delivery Methods
Training Delivery:
Presentation Method
Characteristics: learners primarily received information
Pros: Can be standardized; efficiency;
Cons: Limited interactivity with learners; lack of opportunity for practice;
limited feedback for learners
Examples:
• Asynchronous Learning. Presentation of material through various
channels.
• Lecture. Instructor-led classroom instruction, supplemented with
materials.
• Distance (Virtual) Learning. Instructor-led instruction in the online
environment.
Training Delivery:
Hands-on Method
Characteristics: learners are active participants in learning
Pros: built-in practice opportunities; learning occurs in a realistic
environment; skills more ready to be applied
Cons: complex design; high cost of development;
Examples:
• On-the-job Training. Practicing skills on the job, guided by an experienced
person
• Simulation. Learning occurs in an environment that mimic real life
situations
• Technology-based Interactive Learning. Interactive e-Learning, Virtual
reality, Games, etc..
Group Learning
Characteristics: group of learners share ideas and experiences; learning in
a team environment
Pros: interactive; targets individual skills improvement as well as team
effectiveness
Cons: many variables involved; less controlled learning environment
Examples:
• Experiential Program. Teams complete a set of activities together.
• Team Training/Cross-training. Team members are trained in a
coordinated manner.
• Action Learning. Team works on an actual business issue with built-in
learning objectives.
Training Evaluation
ROI
5 Measures the value of the business outcomes
with the costs of the training program.

Results 4 Measures business impact.

Behavior 3 Measures behaviour change and


implementation.

Learning 2 Measures skills and knowledge gains.

1
Measures participant reaction to
Reaction/Satisfaction and satisfaction with the training
program.
Training Evaluation Design
• Reaction measure: training evaluation survey
• Measure learning:
• Post-training
• Pre- & Post-training
• Pre- & Post-training with Control Group
• Why control group?
• Post-training scores may be influenced by mere passage of time or task
experience
• Increase in post-training scores may not be due to training
• Only difference between trained & control groups would be training
ROI

Results

Behavior The “Transfer


Problem”
Learning

Reaction/Satisfaction
Can We Solve the Transfer Problem?

• Trainee characteristics
• Trainability: ability and motivation to learn
• Training design: learning principles
• Active practice
• Mastery: extend to which task can be performed with limited attention
• Fidelity: extend to which what is trained is similar to what is required on the job
• Work environment
• Opportunity to use learned capabilities
• Supervisor and manager support
(*Baldwin & Ford, 1988)
Employee Development and Career
Management
Concepts
• Development: activities undertaken that help employees
perform effectively in their current or future job and
company
• Career management: system to retain and motivate
employees by identifying and providing opportunities to
meet their development needs
Career Management Systems
Succession Planning
• Identifying, developing, and tracking employees who
are capable of moving into different positions
• Key benefits
• prepares future leaders and builds “bench strength”
• minimizes disruptions when key employees leave
• helps plan development experiences
• attracts and retains employees

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