L1 Finals - Training Employees

True

T or F: Training can be a product of your performance appraisal

Needs Analysis

First step in developing an employee training system. hindi pwede mag conduct ng training without a cause.

1. Organizational Analysis

2. Task Analysis

3. Person Analysis

Types of Needs Analysis

Organizational Analysis

Determine those organizational factors that either facilitate or inhibit training effectiveness. Kamusta lagay ng organization? Minsan nasa organization ang problema.

Task Analysis

Use the job analysis to identify the tasks performed by each employee, the conditions under which these tasks are performed, and the competencies needed to perform the tasks under the identified conditions. Skills issue

Example: Based on performance appraisal, mahina pa sila sa ganitong aspect. Kaya bibigyan mo sila ng training based here.

Person Analysis

Determining which employees needs training and in which areas. Baka may problem in a personal level na hindi related sa task

1. Performance Appraisal Scores

2. Survey

3. Interview

4. Skill and Knowledge Test

5. Critical Incident

Methods of Conducting Needs Analysis

Critical Incident

Saan sila nagkakamali? Saan sila pumapalpak, this will be the focus of training.

Establish Goals and Objectives

Must be obtainable given the time and resources allocated to the training. Should state what the learners are expected to do, conditions under which they are expected to do it, the level at which they are expected to do it.

Specific Objectives

Vague objectives must be replaced with ____

Require them

In motivating employees to attend a training, this is the most obvious way to encourage them

1. Relate the training to an employee’s immediate job

2. Make the traaining interesting

3. Increase employee buy-in

4. Provide incentives

5. Reduce the stress associated with attending

6. Skill-based pay

Ways to motivate employees

Increase employee buy-in

Allowing the employees to choose and plan the types of training offered

more willing to attend the training, not because they are forced to, but because they believe it is useful and partially shaped by their input.

Skill-based pay

An employee participates in a training program that is designed to increase a particular skill an employee needs either to be promoted or receive a pay raise

1. Vertical skill plans

2. Horizontal skill plans

3. Depth skill plans

4. Basic skills plans

Plans to motivate employees

Vertical skill plans

Pay for skill in a single job

Kung ano profession niya, ayun yung focus of training to keep increasing the skills—job focused, multiple skills

Horizontal skill plans

Focus on skills used across multiple jobs

Ex: Sensitivity training for psychology instructors, kasama nila iba pang profession to hit the competency

Depth skill plans

Rewards employees for learning specialized skills.

Ex: For psychometricians, magfofocus siya sa training kung paano pa mag fofocus sa pag write ng psychological reports. Nakafocus sa isang skill to increase the depth of ONE skill

Basic Skills Plans

Focus on such basic skills as Math and English. For any job—general.

1. In-house trainers

2. External Trainers

3. Videotapes

4. College/Universities

Who will conduct the training in Classroom Training?

In-House Trainers

Used when training program will be presented too frequently to justify the cost. Nasa loob ng company

External Trainers

When the trainers in an organization lack the expertise on a particular topic or when the cost of internally developing a training program exceeds the cost of contracting with an external trainer

Videotapes

Can be repeated many times

College/Universities

Lower costs, access to excellent training facilities, access to well-known faculty, and the potential for employees to receive college credit for completing the training

On-site or Off-site

Where will the training be held?

TRUE

T or F: If too much training occur at one time, employees will not be able to pay attention to all that is being taught or be able to remember that on which they did concentrate

Mass Practice

Isang bagsakan.

Ex: Ituturo lahat in one sitting

Distributed Practice

Isang bultuhan ibibigay and then paghihiwahiwalayin yung tinuturo, it could be in the form of breaks in between.

1. Size

2. Demographics

3. Ability of the audience

As part of preparation for classroom training, a trainer must consider:

Provide material

Purpose of handouts is to ____ that the trainees can take back to their jobs.

1. Introducing the trainer and training session

2. Using icebreakers and energizers

3. Making the presentation

4. Using Case studies to apply knowledge

5. Using simulation exercises to practice new skills

6. Practicing interpersonal skills through role play

7. Increasing interpersonal skills through behavior modelling

Delivering the training program

Introducing the trainer and training session

Must be short and should establish the credentials of the trainer the objectives, training schedule, and seminar rules must also be stated

1. Programmed Instructions

2. Computer-based training or web-based programmed instructions (e-learning)

3. Interactive video

4. Webinars

5. Webcasts

Different Ways of Distance Learning

Programmed instructions

Could use the books, videos, or interactive videos. With this, employees study at their own pace, and the exam ensures that the employees understand the material. Binibigay materials and then later on may assessment about the materials given

Computer-Based Training or Web-based Programmed Instructions (e-learning)

Employees could choose from a variety of training programs offered on-site, through the internet, or through the organization’s intranet, and complete the programs at their own pace. (Ex: online courses)

Interactive video

Most common form of distance learning. Recorded.

Webinars

More interactive. Speakers can talk to the audience and ask questions, which can’t be done in a recorded video

Webcasts

One-way communication. (Ex: Podcast)

Modeling (Social learning)

Employees learn by watching how other employees perform or model a behavior

TRUE

T or F: We tend to model the behavior of people who are like us, who are successful, and who have status.

Retain the information

The employee must be able to ____ that is being modeled.

Job Rotation

Employee performs several different jobs within an organization. Can improve job satisfaction by reducing boredom.

Cross Training

Teaching employees how to perform task traditionally performed by other employees. Ginagawa mo trabaho ng ibang tao.

Apprentice Training

Individual usually takes 144 hours of formal class work each year and works with an expert for several years to learn a particular trade and perhaps become eligible to join a trade union

valuable trade

Apprentice learns ; ____ :: Expert or organization ; inexpensive labor

Coaching

Takes in two forms: experienced employees and professional coaches.

1. Experienced employees

2. Professional coaches

Kinds of coaching

Experienced Employees

Highly effective, allowing the employee learn from the expert

Pass through programs

Experienced workers are temporarily assigned to training department

Professional coaches

Similar to consultants and hired to coach a particular employee

Mentoring

Veteran in the organization takes special interest in a new employee and helps him not only to adjust to the job but also in the organization

Supervisor

One excellent method of OJT is to have a ___ that would meet the employee to discuss its strengths and weaknesses on the job

Transfer of training

What they learned should be applied

TRUE

T or F: The more the similar the training situation is to the actual job situation, the more effective training will be.

Overlearning

Practicing a task even after it has been successfully learned.

TRUE

T or F: Employees must be given the opportunity and encouraged to apply what they have learned.

1. Pre-test

2. Post-test

3. Pre-test > Training > Post-test

4. Control group must be utilized

5. Solomon four-groups design

Research Designs for Evaluations

1. Practicality

2. Experimental rigor

Two factors differentiate the various methods:

Pre-test

Taken before the training

Post-test

Taken after the training

Control group

Consists of employees who will be tested and treated the same manner but won’t have training

Solomon four-groups design

1st: will undergo training but won’t be taking pretest

2nd: will take the pretest and training

3rd: will not undergo training but will take pretest

4th: will not have pretest nor training

1. Content Validity

2. Employee Reactions

3. Employee Learning

4. Application of Training

5. Business Impact

6. Return on Investment

Evaluation Criteria

Content Validity

Comparing training content with the knowledge, skills and abilities required to perform a job (related, nag mmake sense)

Employee Reactions

Involve asking the trainee if they enjoyed the training and what they learned (not boring)

Employee Learning

Creating a test to determine whether an employee actually learned (dapat may matutunan)

Application of Training

The extent to which employees actually can use the learned material (dapat may application)

Business Impact

Determined by evaluating whether the goals of the training were met

Return on Investment

After accounting for the cost of the training