Ch 6 - Employee Training and Development

employee training

planned organizational efforts to help employees learn job-related knowledge, skills, and other characteristics

areas of employee training

• retraining and continuing education programs

• retirement planning and preparation

• employee career development

social learning theory

learning theory that emphasizes the observational learning of behavior

• relevant for employee training

  • ex: modeling

modeling

learning that occurs through the observation and imitation of the behavior of others

cognitive theories of learning

learning theories that emphasize that humans are information processors

• relevant for employee training

  • focuses on how new info stored and retrieved and how that info is used to produce work behavior

key issues in success of training programs

• transfer of training

• trainee readiness

• training program structure

transfer of training

concept dealing w/ whether training is actually applied in work setting

trainee readiness

the individual’s potential for successful training

model for successful training programs

assess training needs → establish training objectives → develop and test training materials → implement training program → evaluate training program

assessing training needs

includes…

• organizational analysis → organization’s goals, resources, and climate for training

• task analysis → KSAOs that job requires

• person analysis → capabilities and deficiencies of workers themselves

• can also involve demographic analysis → assessing training needs of specific groups

establishing training objectives

3 components

1. performance → what is trainee expected to do?

2. conditions → what conditions (facilitators and inhibitors) is the trainee expected to carry out performance?

3. criterion → what is level of acceptable performance?

developing testing materials

on-site methods vs off-site methods

on-site training methods

• on-the-job training (OJT)

• apprenticeship

• vestibule training

• job rotation

on-the-job training (OJT)

an employee training method of placing a worker in the workplace to learn firsthand a/b a job

apprenticeship

a training technique, usually lasting several years, that combines on-the-job experience w/ classroom instruction

• combination of classroom and mentorship

  • ex: skilled trades

vestibule training

training that uses a separate area adjacent to work area to simulate the actual work setting

• ex: bank teller (trained in empty booth); cashier (trained in empty register)

job rotation

a method of rotating workers among a variety of jobs to increase their breadth of knowledge

off-site training methods

• seminars

• audiovisual

• behavioral modeling

• simulation

• programmed instruction

• computer assisted instruction (CAI)

seminar

a common training method in which an expert provides job-related info in a classroom-like setting

• ex: lecture

webinar

an online training method similar to a lecture or seminar

audiovisual instruction

the use of pre-recorded videotapes and other electronic media to convey training material

• ex: pre-recorded seminar/webinar

behavior modeling training

a training method that exposes trainees to role models performing appropriate and inappropriate work behaviors and their outcomes and then allows trainees to practice modeling appropriate behaviors

simulation training

training that replicates job conditions w/o placing the trainee in the actual work setting

• ex: pilots, astronauts, and nuclear power plant operators

programmed instruction

self-paced individualized training in which trainees are provided w/ training materials and can test how much they have learned

• ex: textbook study guides

computer-assisted instruction (CAI)

programmed instruction delivered by computer that adapts to trainee’s learning rate

special management training

• problem-solving case study

• role playing

• management games

• conference

• action learning (learning by doing)

• mentoring vs coaching

problem-solving case study

a management training technique that presents a real world or hypothetical organizational problem that trainees attempt to solve

role-playing

a management training exercise that requires trainees to act out problem situations that often occur at work

management games

a management training technique using scaled-down enactments of the operations and managements of organizations

action learning

teams assemble to work on a company-related problem or issue to learn by doing

• uses an actual issue instead of simulation

mentoring

a training program in which an inexperienced worker develops a relationship w/ an experienced worker who serves as an advisor

coaching

a one-on-one relationship where a consultant helps an executive improve performance

factors to consider for implementing a program

• trainee readiness

• trainee expectation

• climate for training

• manager support

let trainees know goals/benefits & provide feedback / practice opportunities

4 criteria for evaluating a program

1. reaction criteria → assess trainee’s opinions a/b training and learning

2. learning criteria → measure amount of learning taken place

3. behavioral criteria → measure amount of newly learned skills displayed once trainee returns to job

4. results criteria → measure outcomes

posttest-only design

a program evaluation that simply measures training success criterion following completion of the training program

pretest-posttest design

a design for evaluating a training program that makes comparisons of criterion measures collected before and after introduction of program

Solomon Four-Group Design

a method of program evaluation using two treatment groups and two control groups

• one training and one control w/ pretest and posttest, one training and one control w/ only posttest