3/11 lecture - ch 8 & 9

Positive and Negative Reinforcement

  • Positive Reinforcement: Rewarding desired behavior to encourage its continuation. Example: Acknowledging how an employee resolved a customer issue positively.

  • Negative Reinforcement: Introducing a punishing consequence to deter undesirable behavior.

    • Example: Frustration due to an employee's constant lateness.

  • Ineffectiveness of Negative Reinforcements: Using negative reinforcements, like punishment, tends not to yield desired results in employee behavior.

Employee Compensation and Legal Compliance

  • Importance of adhering to pay equity laws to ensure fair compensation.

  • Companies must protect their workforce and provide equitable pay for equal work.

Training and Development Definitions

  • Training and Development: A process through which employees are taught skills and methodologies to perform their jobs effectively.

    • Emphasizes improving leadership, engagement, and communication within teams.

    • Companies invest significantly in training and development for workforce efficiency and effectiveness.

Financial Impact of Training

  • Companies in the US spent $83 billion on training and development.

  • Average expenditure of over $1,200 per employee on training (in 2018).

  • Example of a company with 40,000 employees spending $48 million on training, leading to substantial returns, such as generating $8 billion annually.

Global Training Trends

  • Training investments in countries like Brazil are increasing by 10% annually, illustrating a global movement towards enhanced workforce development.

Training Needs Assessment Process

  • Needs Assessment Step: Identifies gaps in skills and knowledge among employees.

    • Understand current competencies and what is needed for job performance.

    • Consider trainee characteristics and contextual factors to tailor training effectively.

Training Methodologies

  • Various training methods include:

    • Classroom instruction, online modules, and hands-on training.

    • Importance of evaluating training success after implementation.

Characteristics Influencing Training Success

  • Cognitive Ability: Individuals with higher cognitive ability often learn training material more efficiently.

  • Learning Retention: Engaging formats that encourage interaction improve information retention.

  • Importance of self-efficacy and proactive personalities among trainees for better outcomes.

Reflection and Feedback in Training

  • Metacognitive Skills: Trainees should reflect on their learning progress and strategies.

  • Incorporate regular feedback mechanisms to support effective learning.

Organizational Context and Training Transfer

  • The environment should foster integration of training into everyday tasks.

  • Employers must ensure clarity and similarity between training contexts and real-world application.

Transfer of Learning Principles

  • Emphasize not just the 'what' of training but the 'why' behind processes to enhance engagement.

  • Workers must understand the relevance of their training to foster curiosity and improve performance.

Obstacles to Effective Transfer

  • Identifying and removing barriers related to the workplace environment is crucial for successful training transfer.

  • Supervisors should support employees in applying learned skills.

Training Motivation

  • Personal motivation plays a crucial role in an employee’s success during training.

  • Various motivational theories can enhance motivation, including Maslow's hierarchy of needs.

Training Design and Delivery

  • Training formats: Differences between mass learning sessions and micro-learning strategies.

  • Evaluation design should assess reactions, learning, behavior, and results of training initiatives (Kirkpatrick's Model).

Legal Considerations

  • Companies need to ensure compliance with federal guidelines during training processes.

  • Safety training is vital to protecting employees and reducing liabilities.

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