Ch 7 Part 2 Outline

Work in the 21st Century

Chapter 7: Training & Development

• Importance of job training includes concepts of development and improvement.

• Consideration of format and structure of training.

Foundations of Training & Learning

Learning Organizations

• Focus on continuous learning, knowledge sharing, and personal mastery.

• Encourage problem solving and innovation.

• Systems should enhance knowledge sharing.

• Promote flexibility and experimentation in the workplace.

• Value well-being and development of all employees.

• Inspire employees to create or seek opportunities.

Content & Methods of Training

• Basic Training Principles:

  • Present relevant information for learning.

  • Demonstrate Knowledge, Skills, Abilities, and Other characteristics (KSAOs).

  • Provide practice opportunities for trainees.

  • Offer feedback before and after practice.

On-site Training

• Employees perform tasks directly in their roles.

• Methods include:

  • On-the-Job Training: Observation and learning from experienced employees.

  • Apprenticeships: Formal programs for skilled trades.

  • Job Rotation: Moving employees across various jobs/departments.

Off-site Training

• Involves training away from the job location.

• Methods include:

  • Classroom Lectures

  • Programmed Instruction:

    • Linear and branching programming.

  • Simulators: Reproducible and controlled learning environments.

  • Distance Learning: Affordable and tailored to learner needs, can include multiple locations.

  • Computer-based Training: Customizable learning experiences.

  • Critical Thinking Training: Active involvement in applying principles.

Transfer of Training

• Importance of a climate that facilitates or hinders training transfer in the workplace.

• Types of Transfer:

  • Horizontal Transfer

  • Vertical Transfer

Evaluating Training Programs

• Training Evaluation: Systematic collection of data for making training decisions.

• Utility Analysis: Evaluates the effectiveness of training based on various metrics, including job performance differences and duration impact.

• Kirkpatrick’s 4-Level Model:

  1. Reaction Criteria (Level 1)

  2. Learning Criteria (Level 2)

  3. Behavioral Criteria (Level 3)

  4. Result Criteria (Level 4)

Special Programs

• Focus on development for future roles rather than current jobs.

• Management and Leadership Training:

  • Assessment centers to evaluate skills in leadership and communication.

  • Importance of follow-through with feedback mechanisms, such as 360-degree feedback, which is well-received and effective for performance improvement.

  • Coaching as a form of informal training.