Training and Development Exam 1

Three ways to identify training needs

* Do an Organizational Analysis
* Do a Task Analysis
* Do a Person Analysis

Trainability Formula

Trainability = Ability x Motivation

Overlearning

Continuing to practice a skill well beyond the point at which you demonstrated mastery or competence

Conditions for Overlearning

* The skill is SELDOM used
* The skill should be AUTOMATIC
* Mistakes are unacceptable

Ways to Present Training

Whole Training, Pure-Part Training, & Progressive-Part Training

Whole Training

SESSION 1 (A + B + C) then SESSION 2 (A + B + C) then SESSION 3 (A + B + C) then SESSION 4 (A + B + C)

Pure-Part Training

SESSION 1 (A) then SESSION 2 (B) then 

SESSION 3 (C) then SESSION 4 (A + B + C)

Progressive-Part Training

SESSION 1 (A) then SESSION 2 (A + B) then 

SESSION 3 (A + B + C) then SESSION (A + B + C)

Methods for measuring Training Effectiveness

Satisfaction Measurement & Amount Learned

Satisfaction Measurement for Training Effectiveness

Trainees are asked to rate their experience with scaled ratings and open ended questions

Problem with Satisfaction Measurement

99% of those who attend trainings don’t pay for the training themselves, so they lie to get the day off, to suck up, don’t want to get in trouble

Amount Learned measurement for Training Effectiveness

Posttest, Pretest-Posttest, Pretest-Posttest Control Group, Posttest-Only Control Group, Solomon Four Group Design

Criticisms for Posttest Design

You don’t know the trainee’s level of knowledge before training

Criticisms for Pretest-Posttest Design

Extraneous variable (something else could have occured)

Criticisms for Pretest-Posttest Control Group Design

They could have just memorized/remember answers they didn’t learn (not for sure)

Criticisms for Posttest-Only Control Group Design

Training jogged their memory (they didn’t actually learn from training)

Criticisms for Solomon 4 Group Design

It requires a larger group and more time

Content vs Process

The first means what people say while the second is how they say it (most blame it on content when in reality it’s usually process)

Training

Teaching people things that they need to know for their current jobs; teaching specific skills such as procedures that can occur during any time of a person’s career

Development

Preparing people for the future; more conceptual understanding of “why” & has a wider scope; self-awareness is key

Accept rather than _____ people

Judge

In all cases, your feedback should focus on their ____ instead of their ____ or ____.

Behaviors; personality or intentions;

Facilitator vs Instructor

The first leads and guides the program and the second just gives expertise

Data-Gathering Skills

Finding out what training needs an organization has, a process that’s crucial to successful thinking (Needs Assessment, Task Analysis, Interviews).

T/F: Having good training skills means you can teach anything or any skill.

False

Key Principles to Adult Learning

* People learn best by DOING
* Trainees have PRIOR experience
* Adults have CLEAR MOTIVES for learning
* Adults have PREOCCUPATIONS

What is meant by “People learn best by DOING”?

Learners retain 90% of what they say and do; participation is key

What is meant by “Trainees have PRIOR experience”?

It’s important to remember that they might have prior experience so it is a good idea to evaluate their knowledge, trainees are not a clean slate.

What is meant by “Adults have CLEAR MOTIVES for learning”?

If they perceive the information to be in their self-interest they will listen and pay attention if not they won’t (this could be immediate or for the future). Common influencers include monetary/nonmonetary rewards, security, power, prestige, happiness, etc.

What is meant by “Adults have PREOCCUPATIONS”?

Training can be taxing, trainees may have something on their mind. To help it we can address it directly, be constantly involving and addressing needs, hw should be minimum

What is meant by “Problems are expressed indirectly”?

Indiv. usually know something is wrong but are unable to identify it. They may be too close to the problem or it may be hard to identify the *real* problem.

Preselected Approach Advantages

* Management can focus on what it wants to find out
* Employees simply answer when asked (without having to think of issues themselves)
* Employees learn which issues are important to management

Preselected Approach Disadvantages

* Employees may resent that they have no input
* Management’s ?s may focus more on the symptoms than the problem
* Management may get distorted responses

Emergent Approach Advantages

* Allowing Employees to speak their minds & identify which issues are important
* The identified issues are likely close to the real problems
* Employees are more likely to support programs based on emergent issues

Emergent Approach Disadvantages

* Time Consuming
* Costly
* Employees may expect all identified issues to be addressed

Preselected Approach vs Emergent Approach

The first provides answers to what top management wants to know while the second seeks to find out what employees think is important