Training & Development

Training:

The systematic acquisition of KSAs resulting in improved performance in another environment.

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

• ______ process distinct from informal learning through experience.

• Organizations invest heavily in training for ______ advantage.

• Formal

• Formal

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Goals of Training:

• Learning and ______ of information.

• ______ of training to workplace application.

• Job performance ______.

• Organizational results and return on investment (____).

• Learning and retention of information.

• Transfer of training to workplace application.

• Job performance improvement.

• Organizational results and return on investment (ROI).

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Training as a Process:

• Organizations treat training as a structured ______, not a one-time event.

• process

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Training as a Process:

• _______ model: Training impacts and is impacted by internal/external factors

• Open systems

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Training as a Process:

• Training professionals conduct —

• needs analysis, design programs, implement training, and evaluate effectiveness.

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Careers in Training and Development:

• HR roles ____ to training, from entry-level to executive (Chief Learning Officer - CLO).

• related

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Careers in Training and Development:

• _____ field: Organizational Development (OD) focuses on strategic planning.

• Related

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Careers in Training and Development:

• Trainers focus on _______ training initiatives within organizations.

• implementing

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Common Training Topics & Methods

• Topics:

• Technical skills, leadership, sales, safety.

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Common Training Topics & Methods

• Methods: _______ training = dominant, but ________ training = growing.

• Classroom-based

• technology-driven

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Challenges and Trends in Training

• Lack of proper needs assessment leads to ______ training.

• Evaluation should measure more than just trainee ______.

• Growing complexity in job roles requires ______ learning.

• Workforce changes (diversity, globalization, automation) demand ______ training strategies.

• Aligning training with ______ strategy is essential.

• Lack of proper needs assessment leads to ineffective training.

• Evaluation should measure more than just trainee reactions.

• Growing complexity in job roles requires continuous learning.

• Workforce changes (diversity, globalization, automation) demand adaptive training strategies.

• Aligning training with business strategy is essential.

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

• Training is ______ (intentionally designed to reach goals)

• systematic

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Importance of a Systematic Approach

• Training must follow a _____ process for effectiveness.

• structured

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Importance of a Systematic Approach

• The ______ model (List the words) serves as a framework.

• ADDIE (Analysis, Design, Development, Implementation, Evaluation)

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Importance of a Systematic Approach

• Training is a ____ within an organization that interacts with other functions.

• subsystem

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model:

• Organization of important stages for training

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training follows a step-by-step process where each phase _______ the previous one.

• builds upon

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• List the Training Process—

• Needs Assessment → Learning context → Training Delivery → Training Evaluation

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 1. Needs Assessment:

• Identifies training gaps through organizational, task, and person analysis.

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 1. Needs Assessment:

  • Determines training topics based on actual organizational ______.

• needs

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 1. Needs Assessment:

  • Bridges the gap between what ________ think is needed vs. the ______ issues.

• stakeholders

• real

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 1. Needs Assessment: Steps in the Needs Assessment Process~

1. Organizational Support

2. Organizational Analysis

3. Requirements Analysis

4. Task & KSA Analysis

5. Person Analysis

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 1. Needs Assessment: 1. Organizational Support~~

• Gain trust from top managers, mid-level managers, and frontline employees.

• Ensure support for resources, cooperation, and accurate data collection.

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 1. Needs Assessment: 1. Organizational Support~~ List what to do-

  • Meet with ______ Management

  • ______ with Employees

  • Form ______ Team

• Meet with Top Management

• Communicate with Employees

• Form Liaison Team

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 1. Needs Assessment: 1. Organizational Support~~ List what to do-

  • Meet with Top Management:

  • Communicate with Employees:

  • Form Liaison Team:

• Meet with Top Management: Establish key players, discuss expectations and confidentiality.

• Communicate with Employees: Gain trust, explain purpose, and encourage participation.

• Form Liaison Team: Trusted employees help with communication, scheduling, and data collection.

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 1. Needs Assessment: 2. Organizational Analysis~~

• Examine organizational factors affecting training.

• Understand company goals, training climate, and external constraints.

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 1. Needs Assessment: 2. Organizational Analysis~~ List what to do-

• Specify Organizational Goals

• Evaluate Training Transfer Climate

• Identify External & Legal Constraints

• Resource Analysis

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 1. Needs Assessment: 2. Organizational Analysis~~ List what to do-

  • Specify Organizational Goals:

• Align training with strategic direction (e.g., cost savings at Walmart vs. style at Target).

• Identify conflicts between organizational and employee goals.

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 1. Needs Assessment: 2. Organizational Analysis~~ List what to do-

  • Evaluate Training Transfer Climate:

• Use situational cues (e.g., training aids, manager participation).

• Create consequences (reward employees for applying training).

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 1. Needs Assessment: 2. Organizational Analysis~~ List what to do-

  • Identify External & Legal Constraints:

• Vertical legislation

• Horizontal legislation

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 1. Needs Assessment: 2. Organizational Analysis~~ List what to do-

  • Identify External & Legal Constraints:

    • Vertical legislation:

    • Horizontal legislation:

• Vertical legislation: Industry-specific laws (e.g., FDA regulations for pharmaceuticals).

• Horizontal legislation: Laws affecting all companies (e.g., sexual harassment laws).

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 1. Needs Assessment: 2. Organizational Analysis~~ List what to do-

  • Resource Analysis:

• Assess personnel, physical/equipment resources, financial resources, and time constraints.

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 1. Needs Assessment: 2. Organizational Analysis~~ List what to do-

  • Resource Analysis:

    • Use ______ Analysis to understand driving (support change) vs. restraining forces (resist change) for change.

• Force Field

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 1. Needs Assessment: 3. Requirements Analysis~~

• Preparation stage for Task & KSA Analysis.

• Define the target job and develop methods for analysis.

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 1. Needs Assessment: 3. Requirements Analysis~~

  • Define the ______ Job: Focus on a specific job rather than the entire organization.

• Target

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 1. Needs Assessment: 3. Requirements Analysis~~

  • Choose ________ Methods: Use observations, interviews, and surveys.

• Analysis

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 1. Needs Assessment: 3. Requirements Analysis~~

  • Identify ______: Include multiple levels of employees through ______ sampling.

• Participants

  • random

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 1. Needs Assessment: 3. Requirements Analysis~~

  • _________: Consider strikes, schedule changes, organizational restructuring, and trust issues.

• Anticipate Problems

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 1. Needs Assessment: 3. Requirements Analysis~~

  • Develop a ________: Standardized guidelines for data collection and interviews.

• Protocol

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 1. Needs Assessment: 3. Requirements Analysis~~ ____ for task and KSA Analysis

• Plan

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 1. Needs Assessment: 4. Task & KSA Analysis~~

• Identify job tasks and the necessary knowledge, skills, and abilities (KSAs).

• Cluster tasks and link them to relevant KSAs.

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 1. Needs Assessment: 4. Task & KSA Analysis~~ List what to do-

• Develop Task Statements

• Cluster Tasks

• Link KSAs to Tasks

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 1. Needs Assessment: 4. Task & KSA Analysis~~ List what to do-

  • Develop Task Statements:

• Direct and concise, starting with an action verb.

• Answer what, when, where, how, and why.

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 1. Needs Assessment: 4. Task & KSA Analysis~~ List what to do-

  • Cluster Tasks:

• Group similar tasks together (e.g., Sorting & Filing tasks).

• Subject matter experts (SMEs) verify clusters.

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 1. Needs Assessment: 4. Task & KSA Analysis~~ List what to do-

  • Link KSAs to Tasks:

• Knowledge = informational foundation.

• Skills = capabilities for performing tasks.

• Abilities = general capabilities for applying skills.

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 1. Needs Assessment: 4. Task & KSA Analysis~~ List what to do-

  • Link KSAs to Tasks: Use __________ to identify key job performance aspects.

• Critical Incident Technique

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 1. Needs Assessment: 5. Person Analysis~~

• Evaluate employees' performance.

• Identify training needs based on performance gaps.

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 1. Needs Assessment: 5. Person Analysis~~ List what to do-

• Develop Performance Indicators

• Conduct Gap Analysis

• Identify Training Topics & Trainees

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 1. Needs Assessment: 5. Person Analysis~~ List what to do-

  • Develop Performance Indicators:

• Establish performance appraisal measures.

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 1. Needs Assessment: 5. Person Analysis~~ List what to do-

  • Conduct Gap Analysis

• Identify weak KSAs through observations, tests, or surveys.

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 1. Needs Assessment: 5. Person Analysis~~ List what to do-

  • Identify Training Topics & Trainees:

• Choose employees who need the training most.

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 1. Needs Assessment: 5. Person Analysis~~ Sources of Data for Person Analysis:

• Supervisor Performance Appraisals: Useful if done properly.

• Performance Data: Identifies low-performing employees.

• Observations & Work Sampling: Measures employee behavior.

• Interviews & Questionnaires: Gather employee perceptions.

• Job Knowledge Tests: Assess specific KSA levels.

• Skills Tests & Simulations: Measure job-related competencies.

• Assessment Centers: Intensive leadership evaluations.

• Coaches & Employee Objectives: Provide competency insights.

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 1. Needs Assessment:

  • Needs assessment is a structured, _______ process.

• step-by-step

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 1. Needs Assessment:

  • List all the steps—

1. Organizational Support

2. organizational Analysis

3. Requirement Analysis

4. Task & KSA Analysis

5. Person Analysis

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 1. Needs Assessment:

  • Ensures training programs address _____ organizational challenges.

• actual

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 2. Learning Context

  • Learning is _______ and _______

• complex & multidimensional

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 2. Learning Context:

•  Defines training objectives and instructional strategies.

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 2. Learning Context

  • List the 3 types of changes:

1. Cognitive change

2. Skill change

3. Attitude change

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 2. Learning Context

  • 1. Cognitive change –

• Gaining knowledge and learning how to use it.

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 2. Learning Context

  • 2. Skill change –

• Improving the ability to perform a task.

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 2. Learning Context

  • 3. Attitude change –

• Changing perspectives or behaviors toward a task.

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 2. Learning Context

  • ________ is crucial—employees should apply what they learn in training to their jobs.

• Training transfer

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 2. Learning Context

  • Factors Affecting Learning & Training Transfer→

• Motivation to Learn

• Supervisor & Peer Support

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 2. Learning Context

  • Factors Affecting Learning & Training Transfer→ Motivation to Learn

    • Self-efficacy –

• Confidence in one's ability to succeed.

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 2. Learning Context

  • Factors Affecting Learning & Training Transfer→ Motivation to Learn

    • Valence of outcomes –

• Perception of rewards/punishments tied to learning.

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 2. Learning Context

  • Factors Affecting Learning & Training Transfer→ Motivation to Learn

    • Anxiety & Fear – Overcoming ______-related stress helps motivation.

• learning

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 2. Learning Context

  • Factors Affecting Learning & Training Transfer→ Motivation to Learn

    • ________– Workplace environment can either support or hinder training application.

• Transfer Climate

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 2. Learning Context

  • Factors Affecting Learning & Training Transfer→ Supervisor & Peer Support

    • Do managers and coworkers ______ using new skills?

    • Higher ______ = Higher motivation & job performance.

• encourage

• support

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 2. Learning Context

  •  Simplified Learning & Transfer Model~ 3 controllable factors:

1. Instructional Design

2. Trainee Characteristics

3. Work Characteristics

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 2. Learning Context

  •  Simplified Learning & Transfer Model~ 3 controllable factors: 1. Instructional Design –

• Writing objectives, structuring training, and including learning principles.

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 2. Learning Context

  •  Simplified Learning & Transfer Model~ 3 controllable factors: 2. Trainee Characteristics –

• Assessing motivation and readiness to learn.

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 2. Learning Context

  •  Simplified Learning & Transfer Model~ 3 controllable factors: 3. Work Characteristics –

• Ensuring opportunities exist to apply training on the job.

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 2. Learning Context

  • List the steps:

1. Identify Learning Outcomes

2. Determine Learning Stage

3. Consider Expert vs. Novice Differences

4. Write Instructional Objectives

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 2. Learning Context

  • 1. Identify Learning Outcomes —

•  What do trainees need to learn?

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 2. Learning Context

  • 2. Determine Learning Stage –

• Declarative (basic knowledge)

• Knowledge Compilation (practice stage)

• Proceduralization (automatic skill execution)

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 2. Learning Context

  • 3. Consider Expert vs. Novice Differences –

    • Novices require _______ learning.

    • Experts need _______ to unlearn outdated methods.

• Novices require basic learning.

• Experts need retraining to unlearn outdated methods.

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 2. Learning Context

  • 4. Write Instructional Objectives –

• Clear statements

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 2. Learning Context

  • 4. Write Instructional Objectives – Clear statements

    • Defines:

• Behavior – What the trainee will do.

• Conditions – Context/tools available.

• Standards – Level of required performance.

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 2. Learning Context

  •  Sequencing Training Objectives~

    • _______ Order – From easy to hard

Logical

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 2. Learning Context

  •  Sequencing Training Objectives~

    • ________ – Based on real-world challenges.

• Problem-Centered

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 2. Learning Context

  •  Sequencing Training Objectives~

    • Job Performance ____ – Follows job tasks.

• Order

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 2. Learning Context

  •  Sequencing Training Objectives~

    • Psychological Order – From _____ to ____ concepts.

• abstract to concrete

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 2. Learning Context

  • Learning Principles in Training

• Feedback – Guides improvement.

• Overlearning & Automaticity – Helps with infrequent but critical skills.

• Active Practice – Employees must engage in tasks to improve.

• Advanced Organizers – Using outlines/diagrams to structure learning.

• Spaced vs. Massed Practice – Spread-out learning is usually better.

• Whole vs. Part Learning – Depends on task complexity.

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 2. Learning Context

  • Trainee Characteristics & Motivation

    • Individual Differences Affecting Learning:

• Self-efficacy – Confidence in one’s abilities.

• Locus of Control – Belief that learning success is internal (self-driven) or external (luck/fate).

• Growth Need Strength – Desire to develop and improve.

• Career Commitment – Stronger commitment increases training engagement.

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 2. Learning Context

  • Workplace Factors & Training Transfer

• Transfer Climate – Are managers and peers supportive?

• Situational Cues – Do training tools exist on the job?

• Reinforcement & Rewards – Are employees incentivized to use new skills?

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 2. Learning Context

  • Evaluating Training Readiness:

• Prerequisite Knowledge – Do trainees have the background needed for success?

• Trainability Tests – Mini-training sessions to assess skill levels.

• Workplace Assessments – Ensuring the organization supports learning transfer.

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 3. Training Delivery:

• Selects methods (lecture, role-play, e-learning) and implements training.

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 3. Training Delivery

  • Importance of Training Delivery

    • Training delivery involves _______ the right instructional techniques and methods.

    • The choice of delivery method must _______ the training objectives for effectiveness.

• Training delivery involves selecting the right instructional techniques and methods.

• The choice of delivery method must match the training objectives for effectiveness.

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 3. Training Delivery

  • Instructional Techniques

    • _____ Methods: Classroom instruction, self-directed learning, and simulated work settings.

• Traditional

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 3. Training Delivery

  • Instructional Techniques

    • _______ Methods: Distance learning, web-based instruction, virtual reality training.

• Technological

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 3. Training Delivery

  • Classroom Instruction & Enhancements

    • Low cost and effective for knowledge-based objectives.

    • Can be improved with ____ learning, case studies, role-plays, and audiovisual aids.

    • _______ learning and engagement enhance retention and application.

• blended

• Active

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 3. Training Delivery

  • On-the-Job Training (OJT)

    • Provides ______ experience in a real work environment.

• hands-on

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 3. Training Delivery

  • On-the-Job Training (OJT)

    • Steps: Preparation, Presentation, Trainee Practice, and Performance Evaluation.

    • Ideal for ___-based learning and practical knowledge _____.

• skill

• transfer

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 3. Training Delivery

  • Simulation & Role-Playing Techniques

    • Simulations _______ work environments to enhance skill application.

    • _______ builds interpersonal and communication skills.

    • High physical and psychological fidelity improves transferability.

• Simulations replicate work environments to enhance skill application.

• Role-playing builds interpersonal and communication skills.

• High physical and psychological fidelity improves transferability.

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 3. Training Delivery

  • Self-Directed Learning & Programmed Instruction

    • Enables trainees to learn _________ with workbooks, online modules, and interactive exercises.

• at their own pace

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 3. Training Delivery

  • Self-Directed Learning & Programmed Instruction

    • ______ and _______ reinforce concepts based on learner responses.

• Linear & branching programming

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 3. Training Delivery

  • Self-Directed Learning & Programmed Instruction

    • Effective for _____ & _______ knowledge acquisition.

• procedural and declarative

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 3. Training Delivery

  • Technological Training Methods

    • _______ Learning: Allows remote learning with video conferencing and e-learning platforms.

• Distance

Training: The systematic acquisition of KSAs resulting in improved performance in another environment.

Instructional Design Model: Organization of important stages for training

• Training Process— 3. Training Delivery

  • Technological Training Methods

    • _______ Instruction: Flexible, just-in-time training with multimedia integration.

• Web-Based