Ch 7 - Training and Development 1

Research shows.

Research shows that an organization's revenues and profits are positively correlated to the amountof training it gives its employees

Special assignment

assigning trainees to different jobs in different
areas of a firm, often in different regions and countries; job rotation and lateral transfers also provide trainees with a variety of hands-on work experiences

traditional classroom instruction

traditional classroom instruction delivered by lecturers continues to be the number one training delivery method for formally training employees.

Training needs to be???

training needs to be MORE narrowly focused & oriented towards short-term performance concerns

Experiential learning:

the process of learning by “doing,” reflecting on it, critically
analyzing it, and applying it in new situations or settings

Examples of Training include:

• Regular training given to new hires

• Customer service and communication skills training

• Compliance training—training employees must receive as a result of various legal mandates, such as employment equity or occupational health and safety requirements

The Principal of Distributed Learning

spacing out the training will result in faster learning and longer retention

Development tends to be…

Development tends to be oriented more toward broadening an
individual’s skills for future responsibilities

Characteristics of instructors

Often a good trainer is one who shows: effort, instructional preparation, knowledge of the subject, enthusiasm and sincerity, interest in trainees, willingness to provide individual assistance to trainees

IF the material is mostly factual or designed to create a shift in employee attitudes….What methods for training delivery would be better?

lecture, classroom, or online instruction may be fine

If the training involves a large behavioural or skill component…What methods for training delivery would be better?

Hands-on methods such as on-the-job training or a special job
assignment are likely to work better

The pandemic….

The Pandemic brought on organizational challenges

COVID-19 forced companies to do what?

COVID-19 forced companies to reimagine how to develop and train their workforce and pushed them to connect digitally and use technology to increase output without significantly increasing expenditure.

Keeping track of the types of training

Keeping track of the types of training required by a company's employees can be difficult.

Large Corporations have…

Larger corporations, such as GE, Walmart, and IBM, may employ what are known as chief learning officers

What is the role of the CLO?

Chief Learning Officer

A high-ranking manager directly responsible for fostering employee learning and development within the firm

What does this graph show?

The Strategic Model of Training

List the Phases of the Strategic Training and Development model

1. Needs Assessment

2. Design

3. Implementation

4. Evaluation

Phase 1 of the Strategic Model of Training & Development entails what?

Conducting the Needs Assessment

•A needs assessment does not have to be a time-consuming task

•Orientation for new hires, on-the-job training, executive training, and information technology training are some of the more common types of training given to employees.

What does this graph show?

Phase 1: Conducting a Needs Assessment

A needs assessment in Phase 1 entails… (3 points)

• Organizational Analysis → of environment, strategies & resources to determine where to emphasize training

• Task Analysis → of the activities to be preformed in order to determine the KSAOs needed

• Person Analysis → of performance, knowledge, and skills in order to determine who needs training

Organization analysis

an examination of the environment, strategies, and resources of the organization to determine where training emphasis should be placed

HR departments are constantly under pressure to do what?

HR departments are constantly under pressure to make the most of their training budgets

As older people retire, younger people…

As older workers prepare to retire, younger workers must focus on acquiring the skills required to take their place

Task analysis

the process of determining what the content of a training program should be on the basis of a study of the tasks and duties involved in the job.

How is the types of skills and knowledge that trainees need determined?

•The types of skills and knowledge that trainees need can be determined by observing and questioning skilled jobholders or by reviewing job descriptions.

Competency Assessment

*Apart of Task Analysis

A competency assessment focuses on the sets of skills and knowledge employees need to be successful for decision-oriented & knowledge-intensive jobs

Person analysis

helps organizations decide which employees require training and, more importantly, which do not.

Managers must determine what prospective trainees…

Managers must determine what prospective trainees are able to do when they enter training so that the programs can be designed to emphasize the areas in which they are deficient

Design of training programs should focus on at least four related issues…list the issues

−(1) the training’s instructional objectives,

−(2) readiness of trainees and their motivation,

−(3) principles of learning, and

−(4) characteristics of instructors

Phase 2 of the Strategic Model of Training & Development entails what?

Designing training programs

Designing training programs involves what? (2)

• Developing instructional objectives (i.e., desired outcomes of a training program)

• Assessing the readiness (i.e., whether the experience and knowledge of trainees have made them ready to absorb the training)

• motivation of trainees

After conducting organization, task, and person analyses, managers should have what?

After conducting organization, task, and person analyses, managers should have a more complete picture of their firms’ training needs.

Benchmarking

• the practice of comparing data and statistics from your
  operations, such as training, against those of recognized leaders in your industry

• The information generated by the evaluations then feeds back into Phase 1 of the training process

On the basis of organization, task, and person analyses..

managers can develop what?

Instructional objectives

Instructional objectives are..(3 pts)

−desired outcomes of a training program

−describe the skills or knowledge to be acquired and/or the attitudes to be changed.

−objectives should be performance centred

Assessing the Readiness and Motivation of Trainees

−Individuals should be grouped according to their readiness, as determined by test scores or other assessment information.

Organizations must assist employees in making connections between

effort they put into training AND the payoff

In assessing the readiness and motivation of trainees, managers can…

Managers can create a learning-friendly training environment.

When are training programs more likely to be effective?

Training programs are more likely to be effective if they incorporate the principles of learning

Ex. Trainers can incorporate variety into their presentations

What do the characteristics of training programs do?

the characteristics of training programs assist employees in understanding new material, making sense of it in their own lives, and applying it to their jobs.

what does this graph show?

the principals of learning

Focusing on learning and transfer involves…(4)

−Goal setting

−Meaningfulness and presentations

−Modelling

−Individual learning differences

Focus on method and process involves (5)

−Active practice and repetition

−Experiential learning

−Whole-versus-part learning

−Massed, distributed, and continuous learning

−Feedback and reinforcement

Feedback and Reinforcement involves

• Behaviour modification

• Spot rewards

Behaviour modification

A technique that operates on the principle that behaviour that is rewarded, or positively reinforced, will be exhibited more frequently in the future, whereas behaviour that is penalized or unrewarded will decrease in frequency

Spot rewards

Programs that award employees on the spot when they do something particularly well during training or on the job

Phase 3: Implementing the training program involves…

•Choosing the right training method that can be difficult

• transfer of training (i.e., the effective application
  of principles learned to what is required on the job)

Whats important to know about Criteria 3: Behaviour & training programs?

Much of what is learned in a training program never gets used back on the job

This is a diagram of…

A Typical Learning Curve

Phase 3 of the Strategic Model of Training & Development entails what?

Implementing the training program

Explain what this image shows..

Learning Outcomes by Training Method

•depicts a training method continuum ranging from very reactive and passive learning to very active learning.

What does this image show?

Training Delivery Methods

Choosing the Right training method can be

difficult 🙂

Most common informal method for training employees is…

on-the-job training (OJT).

on-the-job training (OJT)

−A method by which employees are given hands-on experience with instructions from their supervisor or other trainer

• This is by far the most common informal method used for training employees

• Apprenticeship training: a system of training in which a worker entering the skilled trades is given thorough instruction and experience, both on and off the job, in the practical and theoretical aspects of the work

What are the basic steps of On the Job training? (PROPER*)

the extension of OTJ training is?

apprenticeship training

apprenticeship training

−A system of training in which a worker entering the skilled trades is given thorough instruction and experience, both on and off the job, in the practical and theoretical aspects of the work

•Cooperative Training

−A training program that combines practical on-the-job experience with formal educational classes

Internships offer students…

•Internships offer students the chance to get real-world experience while finding out how they'll perform in organizations.

Organizations benefit from internships by..

•Organizations benefit by getting employees with new ideas, energy, and eagerness to accomplish their assignments.

How do the federal and provincial governments create internship opportunities for Canadian Students?

The federal and provincial governments collab with private employers to create opportunities for students

Simulations can be used for…

when it is impractical or unwise to train employees
on the actual equipment used on the job

• diversity and inclusion training

• conduct of contract negotiations

What was the impact of Covid-19 & Tech?

With the outbreak of COVID-19, technology’s value was only heightened as the training needed to be delivered while maintaining social distancing

Connection of Games & Virtual Reality + Learning

Games are becoming more popular for training, often referred to as to the “gamification” of learning

E-Learning definition

Learning that takes place via electronic media

E-Learning involves:

−Involves the delivery of content via the Internet, intranets and extranets, mobile devices, podcasts, and other virtual spaces powered by platforms like Zoom or WebEx

−Involves the use of a learning management system (LMS)

learning management system (LMS)

Online system that provides a variety of assessment, communication, teaching, and learning opportunities

Just-in-time training

Companies offering individual training components to employees when and where they need them

Behaviour Modelling

An approach that demonstrates desired behaviour and gives trainees the chance to practice and role-play those behaviours and receive feedback

• Combines several different training methods and multiple principles of learning

What are the components of Behaviour modelling? (4)

1.Learning points

2.Modelling

3.Practice

4.Feedback and reinforcement

Role-Playing

• Consists of playing the roles of others, often a supervisor and a subordinate.

• Can bring realism and insight into dilemmas and experiences that otherwise might not be shared

Ex. Some airlines use role-playing exercises to help employees deal with irate or unruly passengers

Coaching

−Consists of a continuing flow of instructions, comments, and suggestions from the manager to a subordinate.

−Flow of encouragement and support to help people not just do their jobs right and get ahead but also become leaders

What are guidelines for Case Studies?

• First determine if case studies are the best technique given that employees must be motivated to put in the additional effort, must have certain background knowledge & skills, given size of group & timing limitations

• Decide which goals can best be achieved by using case studies

• Identify available cases that may work or consider writing your own

• Set-up activity-Including the case material, room, place, schedule

• Give all participants a chance to participate, keep groups small

• Include scenarios w diff ideas & opinions

• Bridge the gap w theories & how to apply

• Ensure cases are realistic & relevant

Seminars & Conferences (5)

• OFTEN WHEN CHANGE IS A GOAL

•Useful for bringing groups of people together for training and development.

•Seminars and conferences are often used when change is a goal.

•Web conferencing is used to conduct live meetings or presentations over the Internet.

•Trainees sit at their own computers and are connected to other participants via the Web.

•A webinar is a one-way Web conference, from the speaker to the audience, with limited audience interaction.

Blended Learning

a method whereby lectures are combined with other computer and online instruction and the use of audiovisual materials such as slideshows.

• Blended learning includes a self-paced learning component.

• Works well because different people learn in different ways, and it breaks up the monotony of lectures

Video Recordings

recordings can be used to help trainees understand what to do when faced with a crisis

Phase 4 of the Strategic Model of Training & Development entails what?

Evaluating the training Program

What is the basic criteria/Criterion to evaluate training? (4)

(1) reactions,

(2) learning,

(3) behaviour

(4) results

Evaluating the training program, Phase 4 entails…

A variety of methods are available to assess the extent to which a firm's training programmes improve learning, influence workplace behaviour, and impact an organization's bottom-line performance

What are potential questions to ask for Criteria 1: Reactions to evaluate training? (Examples)

whether they enjoyed the training, what content
and techniques they found most useful, critique of the instructors,
suggestions for how to improve it

−What were your learning goals for this program?

−Did you achieve them?

−Did you like this program?

−Would you recommend it to others who have similar
learning goals?

−What suggestions do you have for improving the program?

−Should the organization continue to offer it?

What are examples for Criteria 2: Learning to evaluate training?

•Checking to See Whether They Actually Learned Anything

•Testing knowledge and skills before beginning a training program gives a baseline standard on trainees that can be measured again after training to determine improvement.

•However, in addition to testing trainees, test employees who did not attend the training to estimate the differential effect of the training.

What does Criteria 3: Behaviour entail to evaluating training?

• Transfer of Training

• Maximizing the transfer of training

In Criteria 3: Behaviour… what is the transfer of training?

Effective application of principles learned to what is required on the job

In Criteria 3: Behaviour… what is maximizing the transfer of training?

1.feature identical elements.

2.Focus on general principles.

3.Establish a climate for transfer.

4.Give employees transfer strategies.

What does Criteria 4: Results or Return of Investment (roi) entail to evaluating training?

• Measuring the Utility of Training Programs

• Benchmarking

In Criteria 4: Results/ROI… what is Measuring the Utility of Training Programs?

−Calculating the benefits derived from training

−ROI = Benefits of Training  ÷ Training Costs

•If the ROI ratio is >1, the benefits of the training exceed the cost of the program.

•If the ROI ratio is <1, the costs of the training exceed the benefits

In Criteria 4: Results/ROI… what is benchmarking?

•the practice of comparing data and statistics from operations, such as training, against those of recognized leaders in your industry

Diversity and Inclusion Training

−Train employees about bias, equity, respect

-Businesses are beginning to see the moral and financial benefits of diversity and inclusion.

−Diversity is good for business because it increases productivity and attracts top talent

Ethics Training

Some firms have chief ethics officers—high-ranking managers directly responsible for fostering the ethical climate within their firms and ensuring compliance

Additional Training & Development Programs include: (4)

• Orientation/Onboarding

• Basic Skills Training

• Ethics Training

• Diversity & Inclusion Training

Onboarding

The process of systematically socializing new employees to help them get “on board” with an organization

Orientation

The formal process of familiarizing new employees with the organization, their jobs, and their work units