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.