Chp 7
Employee Training and Development
Lecture Link:
https://ucr.yuja.com/V/Video?v=1910567&node=
7331216&a=901948149&autoplay=1
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Areas of Employee Training
Employee training is a planned effort by an
organization to facilitate the learning, retention, and
transfer of job‑related behavior
Training is not limited to new employees, but various
types of training is offered throughout an employee’s
career
Specific areas of employee training:
– new employee orientation
– retraining and continuing education
– retirement planning
– career development
– international business
– team training
Fundamental Issues in Employment Training
An understanding of learning theories is fundamental in the design of
employee training programs
Adult learning theory was developed out of a need for a specific theory
of how adults learn
It is based on several assumptions:
– Adults have the need to know why they are learning something.
– Adults have a need to be self-directed.
– Adults bring more work-related experiences into the learning
situation.
– Adults enter into a learning experience with a problem-centered
approach to learning.
– Adults are motivated to learn by both extrinsic and intrinsic
motivators.
Implications of Adult Learning Theory for Training:
Design Issue Implications
Self – concept Mutual planning and collaboration in instruction
Experience Use learner experience as basis for examples and
applications
Readiness Develop instruction based on learner’s interests and
competencies
Time perspective Immediate application of content
Orientation to Problem – centered instead of subject – centered
learning
Fundamental Issues in Employment Training
A number of key issues are related to training
program effectiveness
– Transfer of training, how learning translates into
use of newly learned behaviors on the job
– Trainee readiness, characteristics of the trainees
– How training programs are structured and
conducted
Successful Training Programs
Develop/
Assessment Establish Implement Evaluate
Test
of Needs Objectives Program Program
Materials
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Assessment of Needs
Develop/
Assessment Establish Implement Evaluate
Test
of Needs Objectives Program Program
Materials
Organizational analysis: organization's goals,
resources, and the climate for training
Task analysis: specific knowledge, skills, and
abilities that a job requires;
Person analysis: capabilities and deficiencies of
the workers themselves
Assessing training needs may also involve
demographic analysis, or assessing training needs
of specific groups
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Establish Training Objectives
Develop/
Assessment Establish Implement Evaluate
Test
of Needs Objectives Program Program
Materials
Objectives for trainees: Not objectives for trainers
Three components of training objectives:
Performance – What is trainee expected to do
Conditions – What conditions (facilitators and
inhibitors) is the trainee expected to carry out
performance?
Criterion – What is the level of acceptable
performance?
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Develop & Test Training Materials
Develop/
Assessment Establish Implement Evaluate
Test
of Needs Objectives Program Program
Materials
Two Types of Training Methods: On-site vs. Off-
site
Onsite
On-the-job-training (OJT)
Apprenticeship
Vestibule
Job rotation
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Develop & Test Training Materials
Develop/
Assessment Establish Implement Evaluate
Test
of Needs Objectives Program Program
Materials
Cont’d
Offsite
Seminars (lecture)
Audiovisual
Behavioral modeling
Simulation
Programmed instruction (self paced)
Computer Assisted Instruction (CAI)
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Develop & Test Training Materials
Develop/
Assessment Establish Implement Evaluate
Test
of Needs Objectives Program Program
Materials
Cont’d
Special management training
Problem-solving case study
Role playing
Management games
Conference
Action learning (learning by doing)
Mentoring (role model) vs. coaching
11
Implement Training Programs
Develop/
Assessment Establish Implement Evaluate
Test
of Needs Objectives Program Program
Materials
Key factors to consider:
Trainee readiness
Trainee expectation
Climate for training
Manager support
Let trainees know goals/benefits of training
Provide feedback on progress, and opportunities to
practice
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Evaluate Training Programs
Develop/
Assessment Establish Implement Evaluate
Test
of Needs Objectives Program Program
Materials
The first step in evaluation is to determine criteria
of training effectiveness
Four types are typically used:
reaction criteria
learning criteria
behavioral criteria
results criteria
Return on investment
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Equal Employment Opportunity Issues in
Employee Training
Employee diversity and certain legal issues must be
considered in the design and implementation of training
programs
Training or educational prerequisites and the training
programs themselves must not unfairly discriminate on the
basis of ethnicity, age, sex, or disability
Most diversity training programs are not effective
