Chapter 8 Training and Development

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Chapter 8Training and Development
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Training

• A set of planned activities on the part of an
  organization to increase the job knowledge and
  skills or to modify the attitudes and social
  behavior of its members in ways consistent with
  the goals of the organization and the
  requirements of the job.

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Typical Steps in Creating a Training Program

• Conduct needs assessment
• Determine instructional objectives
• Design develop training
• Implement training
• Evaluate effectiveness

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Needs Assessment

• Need is described as a "gap" between what is
  currently in place and what is needed, now and in
  the future
• Gaps or discrepancies can exist between
• what the organization expects to happen and what
  actually happens
• current and desired job performance
• existing and desired competencies and skills
• Has three components
• Organizational Analysis
• Task Analysis
• Person Analysis

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Organizational Analysis

• Analyzes the effectiveness of the organization
  and determines where training is needed and under
  what conditions it will be conducted
• Identifies
• organizational goals
• state of the economy and the impact on operating
  costs
• resources available (financial, human)
• climate and support for training
• Changes in workforce demographics, technology,
  political trends

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Task Analysis

• Provides data about a job or a group of jobs and
  the knowledge, skills, attitudes and abilities
  needed to achieve optimum performance
• Sources of information
• Job descriptions
• Task/KSA analyses
• Employee questionnaires, interviews
• Performance Evaluations
• Observation of behavior and results

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Person Analysis

• analyzes how well the individual employee is
  doing the job and determines which specific
  employees need training and what kind
• Sources of information
• Employee questionnaires, interviews
• Performance Evaluations
• Skill and Knowledge testing
• Observation of behavior and results

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Training Methods

• Two most frequently used
• Lecture one-way communication, so learner is
  passive
• On-the-job training
• Programmed Instruction
• Self-paced
• Can often be completed more quickly than group
  training
• Can be delivered via computer (CAI) be made
  adaptive
• Costly to prepare

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Training Methods (cont.)

• Simulations
• Case Studies trainees analyze problem outlined
  in a report and offer solutions
• Role Playing used primarily for developing
  human relations skills, done by acting out
  simulated roles
• Behavioral Modeling trainees observe proper
  work behavior then role play

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Transfer of Training

• The extent to which the knowledge, skills, or
  attitudes learned in training will be utilized or
  applied on the job
• Ways to increase probability of transfer
• Maximize similarity between training situation
  and job situation
• Provide a variety of examples when teaching
  concepts or skills
• Reward trained behaviors and ideas on the job

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Evaluation of Training

• Reaction Criteria - evaluating the reactions of
  participants
• Learning Criteria - measuring the learning that
  occurred
• Behavioral Criteria - assessing on-the-job
  behaviors
• Results Criteria - Identifying impact of training
  on business measure results
• ROI - Calculating the return on investment

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Business Results

• Examples of Hard Data
• Productivity measures
• Quality measures
• Materials costs
• Absenteeism turnover
• Customer satisfaction index
• Examples of Soft Data
• Improved job satisfaction
• Improved teamwork
• Increased organizational commitment

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Training Evaluation Designs

• Design 1
• Training Posttest
• Design 2 pretest-posttest design
• Pretest Training Posttest
• Design 3 - pretest-posttest control group design
• Pretest Training Posttest
• Pretest Posttest

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Solomon Four-groups Design

• Training Posttest
• Pretest Training Posttest
• Pretest Posttest
• Posttest

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Situations Where Litigation is a Possibility

• Use of training as a job prerequisite
• Use of instruments to select people for training
• Use of training performance or graduation as a
  selection criteria for another job
• Use of training as a basis for increased
  compensation
• Use of training which restricts access to persons
  with disabilities (ADA)