Chapter 7: Training

Formal training

planned effort to help employees acquire job-related KSAB with the goal of applying these on the job

For workers, training aims at

learning; process of acquiring knowledge, skills, competencies, attitudes, or behaviors

For employers, training aims at

human capital; KSAO that help employees deliver high-quality products and services

How learning is applied

learning, memory, and transfer

Needs assessment

process of evaling the organization, individual employees, and employees’ tasks to determine what kinds of training, if any, are necessary

Organization analysis

process for determining the appropriateness of training by evaluating the characteristics of the organization

Person analysis

process for determining individuals’ needs and readiness for training

Task analysis

process of identifying the tasks, knowledge, skills, and behaviors that training should emphasize

Learning objectives

help trainees understand, accept, and become committed to learning the content that will be taught; apart of ensuring readiness

Well-written objectives

state key learning takeaways, specific & clear, written as phrases, begin with an action verb

Key elements for trainer selection

credibility, content expertise, instructional expertise, interpersonal skills, and communication skills

Choice of Training Methods (Table 7.2)

presentation, hands-on, & team-building

On-The-Job Training

training methods in which a person with experience and skills guides trainees in practicing job skills at the workplace; hands-on

Role Play & Simulations

represents real-life situations, with trainees making decisions resulting in outcomes that mirror what would happen on the job; hands-on

Action learning

training in which teams get an actual problem, work on solving it, and commit to an action plan, and are accountable for carrying it out; team-building

Choice of Technology-Based Training Methods

general concepts, specific methods, and training support

E-learning

receiving training via the Internet or the organization’s Intranet; general concepts

Reasons trainers eval training programs

verification, improvement, and justification

Transfer of Training

on-the-job use of knowledge, skills, and behaviors learned in training

Ways Training Helps Employees Learn

communicate the LO, use distinctive messages, limit the content, guide trainees, elaborate, provide memory cues, transfer content to workplace, and feedback

Reaction Outcomes

measure trainee opinions and suggestions concerning the program

Learning and Behavior Outcomes

measure whether trainees acquired the knowledge and skills taught & whether trainees used the learned knowledge and skills

Applications of training

orientation and onboarding

Goals for a four-stage onboarding process

compliance, clarification, culture, and connection

Apprenticeship

work-study training method that teaches job skills through a combination of on-the-job training & classroom training