Training and Development - HR EXAM 2 (Packet #10)

Employees need to know

Employees need to know

What to do

How to do it

And be motivated to do it

An Instructional System consists of

Problem Diagnosis

Program Design

Program Delivery

Program Evaluation

A small ____ _____ may be conducted to validate the program before it is fully implemented

test pilot

It may be kept in mind that there may be a _____ _____ where it takes time for results to show up back on the job

sleeper effect

HR Training and Development Methods (first 8 methods)

Employee Orientation (Onboarding)

Job Instruction

Coaching (Understudy Method)

Informal Learning

Project Teams (Action Learning)

Mentoring

Apprenticeship

Business or Management Games

HR Training and Development Methods (4 more methods)

Case Studies

Discussion Method (Incident Method)

In-basket Exercises

Sensitivity Training (T-groups or Training Groups)

HR Training and Development Methods (5 more methods)

Lecture

Programmed Instruction (Auto Instructional Techniques, Distance Learning)

Role Playing

Behavioral Modeling

Vestibules/Simulators

HR Training and Development Methods:

Employee Orientation (Onboarding)

Basic background information is provided.

The history of organization of the organization, culture and the basics of various HR subjects are covered.

The aim is to make the employee feel welcome, provide a general understanding of the organization and start to socialize them with regard to the policies and procedures (how one should act)

Job Instruction

The trainer explains the job in its proper sequence and demonstrates how it should be done.

The trainee tries to replicate the methods and receives feedback from the trainer

Coaching (understudy method)

On a day-to-day basis the manager notes what the employee is doing properly and improperly.

The trainer should provide advice on how the trainee can do his/her job more easily and effectively. Some supervisors, however, are reluctant to challenge or criticize.

Informal Learning

Employees learn much from peers. They also learn via trying different things.

Surveys from the American Society for Training and Development have found as much as 80% of what employees learn on the job, they learn informally.

Project Teams (Action Learning)

A temporary team, often consisting of people from different areas or functions, that works on real projects. The results are taught to others

Mentoring

A figure who is often 8 to 15 years older, and 2 or 3 levels above provides career advice, hints on how to tackle problems and demonstrates interpersonal/political skills by example.

The trainee often picks up the mentor's friends and enemies (guilt by association)

Mentoring: The process should be monitored so the trainee is not

exploited (mentor taking credit for his/her ideas)

Apprencticeship

This normally involves craft positions (plumbers, carpenters, electricians, lineman)

It normally lasts 2 to 5 years (the average being 4)

Primarily involves on the job training under the direction of an experienced person

Business or Management Games

Simulations of what it is like to make top management decisions.

Dr. Furtado's example of what happened when he was in college. A key question from the simulations were: Where does the economic information within the simulation come from? Does the data reflect current realities or does it foster outdated thinking?

Case Studies

Trainees are given in-depth descriptions (5 to 30 pages) of the experiences of disguised organizations.

This allows them to see the experiences of numerous managers in a short period of time.

In case studies, what stages of handling problems are stressed and what stages are left out?

The middle stages of handling problems are stressed while the initial and final steps are left out.

The point of studying case studies is so that the trainees will not

repeat the same mistakes as the characters in the case.

The trainees do not practice researching problems, they do analyze the given info, diagnose problems and pose solutions

Discussion method (Incident Method)

Short controversial scenarios (1-3 pages) like "An Exam for Mrs. Smith" are used to spark discussion.

In the discussion method there are no

right answers

Some people who long for exact answers dislike what method?

The discussion method.

Needs to be in small groups and monitored for the nature of the feedback people are giving

"I've had different experiences in my company" vs "no you are wrong"

In-Basket Exercises

The trainee is given a stack of memos, phone messages and letters. In the upcoming time frame (one week) the person has too much to do.

Therefore, the issues must be identified and then prioritized.

What must be exercised with In-Basket Exercises?

Time management

In some cases, responses must be drafted.

If the material is job related this can be a useful tool

Sensitivity Training (T-groups or Training Groups)

-Ropes course, Outward Bound Program, Team Building-

This method is intended to change interpersonal relationships.

A series of somewhat bizarre exercises will be carried out.

The trainee will then discuss these experiences with the other participants

Group analysis

(sensitivity training method)

The trainee will discuss these experiences with other participants

Self analysis

(sensitivity training method)

The trainee will put his/her reflections in writing

Sensitivity training... these multiple analytic processes are intended to give the trainees

greater insight into them behavior of others and themselves

Ideally, it will build greater understanding tolerance, trust and cooperation.

Sensitivity training...

If one's superior does not become more "sensitive" it is

unlikely any of that person's subordinates will sustain much of the changed behavior they initially display.

This method was more popular in the 1960s than it is today

Lecture

Most common training method.

An economical way to convey information to large numbers of trainees with a small number of trainers

The amount of content for the time consumed is generally very high.

What is the drawback of a lecture?

The lack of social interaction and individualized material is a drawback

What problems are there for using lectures as a training method?

The lack of reinforcement and the ability to practice can pose problems in skill training

Programmed Instruction

(Auto Instruction Techniques, Distance Learning)

Modules like the SRA reading program and computer software packages that promote self paced learning.

Programmed Instruction... Ideally this method will be

challenging and individualized.

Positives of Programmed Instruction

Computers and modules do not get impatient

Travel time to human presentations is eliminated

Advocates assert the same amount of material can be learned in one-third the time

Immediate feedback

Downside to programmed instruction

Trainees may cheat on the self tests

Lack of social interaction raises questions about whether critical interpersonal skills are being neglected

Role Playing

Simulations where the trainees learn by doing

Carry out prescribed roles and in the process develop their interpersonal skills

Dr. Fortado uses this technique (training method) in the negotiations classes he teaches

Role Playing

Role Playing

Some of the exercises have ____ and _____ switch roles so they can better understand each other

superiors and subordinates

Behavioral Modeling

1st- the trainees are exposed to "model behavior"

After observing they practice the techniques, get feedback as well as praise and make revisions

This training should then be transferred back to the job

Behavioral modeling example used

Some of his former students have received DVDs or videotapes of top salespeople closing deals.

Mimicking these methods, consistency is fostered.

Naturally lose some individuality and creativity but one of his former students argued after you pick up fundamentals you can add your own personal ideas.

Behavior modeling... new recruits can pick up

proven methods and feel more confident in doing their jobs

Vestibules/Simulators

Employees train on similar equipment in order to learn how to operate planes, ships, or autos

Common Concerns and Suggestions for Improvement

Distributed Learning

Rewards

Feedback

Motivation

Transfer

Opportunity to Practice

Learning from Many Sources

Individual Differences

Common Concerns and Suggestions for Improvement:

Distributed Learning

This refers to conducting the program over a long enough period of time for the trainees to be able to digest and apply the material

(not trying to do too much, too fast)

Rewards

The trainees should be able to see what is in it for them

Feedback

Trainees need to know what progress they are making and what mistakes need correction

Motivation

One must distinguish between "can't do" and "wont't do" problems

Trainees must want to learn

Transfer

The training should apply to the job activities

Opportunity to Practice

Trainees should be able to try the techniques they are being taught in order to make these methods part of their repertoire

Learning from Many Sources

This heightens the probability you will get the material through by

a. Hitting the mode the person computes on

b. Providing a broad base for the points being made which provides helpful reinforcement

Individual Differences

The trainee's intelligence, motivation, aptitudes and interests should be taken into account.

Common Concerns and Suggestions for Improvement:

Easier to do in smaller classes

Individual Differences

1. A lack of ongoing measurement and revision has

long been a major problem in training

A study of training and development directors revealed __% had no ____ ______ to evaluate their activities

75%

had no formal methods

Do many people use a ____ _______ _____ with pretests and post-tests as well as a test group and a control group?

Quasi experimental design

One survey found less

than half of the companies responding used before and after measures and only a negligible number utilized control groups

Current less than __% of trainees are

35% of trainees are transferring what they learned to their jobs one year after their training was conducted

Good intentions and large sums of money do not necessarily equal good education. What are some possible evaluation criteria?

-Knowledge acquisition

-Changing attitudes

-Problem solving skills

-Interpersonal skills

-Participant acceptance

-Knowledge retention

-Knowledge transfer

One might consider measures of

participant reactions, learning, changed behaviors and end results

One should keep in mind, however, people are generally reluctant to

criticize a program the boss is associated with, or one that will help them move up

A study of 500 firms who have tried to evaluate found

77% measured employee reactions,

35% evaluated learning, and

10-15% assessed behaviors/end results

Evidently only a few measures are being examined and the most popular is _____ ________ which is the hardest to properly interpret

employee acceptance

Using a narrow spectrum of measurement

could easily produce deceptive results

2. Big ticket training involves a

very real risk that you will become the talent supplier for your competitors.

Big ticket training...

One would certainly want to monitor

turnover rates, who was leaving (best or worst) and explore "string options", "non compete options" etc to keep people

3. The pressure to reduce costs has led many managers to

consider outsourcing training programs to save money

(talking about reducing costs in training)

A key question is whether the

trainer is supplying his/her own limited knowledge or what the organization really wants and needs.

Managers must ______ of trainers who become ____ ______ to obtain jobs (your $$)

must beware of trainers who become instant experts

4. One should not send

mixed or improper signals

Ideally training should produce

improved performance that will be reinforced via subsequent rewards

Mixed or improper signals... trainees should not be

punished for performing more work...

They volunteer for a training.. come back to a stack of work on their desk, have to train people on the training they went to, and then will be brought projects specifically to them because of their new knowledge.. hence they could end up being asked to work more because of the training and feel overwhelmed and get burnt out.

5. One needs to try to

strike the right balance.

Using a ____ of training methods is usually praised as being stimulating

variety

Nevertheless, some employees may be

confused or feel overwhelmed by the unfamiliar waters

People learn in

different ways and at different speeds

6. Efforts can be made to enhance the

meaningfulness of programs.

If trainers are out of their profession they could be doing training that has been removed from the field or that trainees can't apply.

A few organizations have addressed these concerns by

periodically rotating in experienced people from the field to conduct training programs.