HR Chapter 7

Training Outcomes

- Trainees can recall information after training - Trainees can demonstrate skills in tests or on the job - There is satisfaction from both the trainee and supervisor with the training program - Changes in attitude in relation to the training content - There are improvements in individual, group, or company performance

Diversity Programs may focus on

- behavior changes - constructive ways to handle communication barriers, conflicts, and misunderstandings - cultural immersion

Applying the Training Evaluation

- helps with future decisions about an organization's training programs - an organization may identify a need to modify the training and gain information about the types of changes that need to happen

Diversity Training

- increases participants' awareness of cultural and ethnic differences and differences in personal characteristics and physical characteristics - needs to respect & value all organization employees

Characteristics of Training Programs

- statement of expectations of the employee as well as the level of acceptable performance and the conditions the employee is expected to endure -measureable performance - the needed resources for the performance or outcome

Ways Training Helps Employees Learn

-Communicating the learning objective -Distinctive, attention-getting messages -Limiting the content of training -Guiding trainees as they learn -Elaborating on the subject -Providing memory cues -Transfer course content to the workplace -Providing feedback about performance

Principles of Implementing The Training

-Employees are more likely to learn when the training is linked to the current job experiences and tasks -Need a chance to demonstrate and practice what they have learned -The trainees need to understand if they are succeeding or not -Training that is well-designed helps trainees to remember the content -Written materials need to have an appropriate reading level

Characteristics of OJT

-The organization creates a policy statement that explains the purpose of the OJT and expressing the organization's support for it. -Specifying who is accountable for the OJT, and should be included in the distinguished job descriptions. -The OJT practices should be reviewed by the organization at companies in similar industries. -Managers/peers should be trained in the OJT principles. -Employees that conduct the OJT should have access to the training manuals, lesson plans, modules, checklists, procedure manuals, etc. -Before beginning OJT, the organization should assess the trainee/employee's level of basic skills.

Benefits of Training Programs

-focused and more likely to succeed -objectives can be communicated to the participating employees -measurement of success

Training Administration

Activities before, during, and after training sessions -usually an HR professional's task

Onboarding

- Compliance - Clarification - Culture - Connection

Needs Assessment answers 3 questions

- Organization: What is the context in which training will occur - Person: Who needs the training - Task: what subjects should training cover

Applications of Training

- Orientation - Onboarding - Diversity Training

Choices of Methods for Training

- Presentation - Hands-on - Group Building

Advantage of Distance Learning

Benefits of classroom training without the cost and time of travel and other expenses of a classroom setting

Avatars

Computer depictions of trainees, which the trainees manipulate in an online role-play

Advantages of Audiovisual Training

Demonstrations and examples can be shown more easily than in a classroom, and trainees are given a consistent presentation.

Behavior Modeling

Effective way to teach interpersonal skills Includes role-playing with feedback

Disadvantages of Distance Learning

Limited interaction between the trainer and trainees.

Experimental Programs

Participants learn concepts and apply them by simulating behaviors involved and analyzing the activity and connecting it with real-life situations

Disadvantages of Audiovisual Training

Presenting too much information, poor dialogue, too much use of music, humor, etc., and drama that distracts from the main points.

Specialized Training vs. General Training

Specialized: more expensive, investment and time can be costly

Task Analysis

The process of determining what the content of a training program should be on the basis of a study of the tasks and duties involved in the job

Computer Based Training Method

Trainees are given the material through the internet or are given a CD. This method is trainee interactive and allows them to do course-related discussions and interactively answer questions

Audiovisual Training Method

Trainees do not need to attend a class or lecture, they may work independently using the given materials as workbooks, DVDs, or internet. -Much easier access to materials given today's technology -The use of videos allows the trainees to be in control of the presentation by how quickly or slowly they need to go through them

Business Games

Trainees gather and analyze information and make decisions that influence outcome - actively involves the participants and mimics the competitiveness of the business

Virtual Reality

a computer-based technology that provides an interactive, three-dimensional learning experience

Request for Proposal (RFP)

a document outlining the type of service needed, the type and number of references needed, the number of employees to be trained, the date by which the training is to be completed, and the date by which proposals should be received

On-The-Job Training (OJT)

a person with job experience and skills guides trainees through practicing the job skills at the workplace.

Organization analysis

a process for determining the appropriateness of training by evaluating the characteristics of the organization

Person Analysis

a process of determining individuals' needs and readiness for training

Adventure Learning

a teamwork and leadership training program based on the use of challenging, structured outdoor activities

Classroom Training Method

a trainer lectures a group - presentations are likely to include visual slides, discussions, case studies, etc. with the use of examples related to the job and hands-on learning - one of the least expensive and time consuming methods

Simulations

a training method that represents a real-life situation where the trainees will make decisions that will have outcomes similar to actual on-the-job outcomes, and they can see how their decisions have an impact on that particular situation

Apprenticeship

a work-study training method that teaches job skills through a combination of on-the-job training and classroom training

Distance Learning

attending online training programs, using computers to access lectures, discussions, video-conferencing, messaging, document sharing, etc.

LMS (Learning Management System)

computer application that automates the administration, development, and delivery of training programs. -Used to carry out instructional design process more efficiently and effectively. -Linked to an organization's performance management system to plan & manage: training needs, training outcomes, associated rewards

Electronic Performance Support System (EPSS)

computer application that provides access to skills training, information, and expert advice as needed

Team Training

coordinates the performance of individuals who work together to achieve a common goal

Case Studies

detailed descriptions of a situation that trainees study and discuss -designed for higher order thinking skills and evaluating / analyzing information

A Complete RFP

included the funding and the process of who the project will be carried out

Transfer of Training

on-the-job use of knowledge, skills, and behaviors learned in training

E-Learning

receiving training through the internet or the company's intranet. This method uses modules, distant learning, and virtual classrooms. Electronic networks may be used by trainees by offering them the materials to improve their skills and performance, and may link to other useful resources. Processing of enrollment, tests and evaluations, and monitoring of progress are also features of the e-learning method.

Internship

sponsored by an educational institution as a part of an academic program. Involves participating in company projects and tasks. Students placed in position to gain more knowledge in their area of study.

Cross-Training

team members practice each other's skills so they are prepared to step in and take another member's place

Presentation

the information is provided to the trainees by others to convey facts or identify alternatives by lecture, workbook, videos, podcast, etc.

Situational Constraint

the limits on training's effectiveness that arise from the situation or the conditions within the organization

Needs Assessment

the process of identifying and prioritizing the learning needs of employees and employees tasks to determine what kinds of training (if any) are necessary

Group Building

the trainees share experience and ideas in group form, building a group identity, and learn about the group as well as establishing interpersonal relationships through discussions, team training, or even experimental programs

Orientation

to familiarize new employees with the organization's rules, policies and procedures with training that is designed to prepare employees to - perform their jobs effectively - learn about their organization - establish work relationships

Measuring Training Results

trainee satisfaction, transfer of training, new skills and knowledge, performance improvement, return on investment

Hands-on

trainees are actively involved in trying out skills experience the specific skills needed and how the skills are related to the job along with handling interpersonal issues by either on-the-job training, simulations, role playing, etc.

Team Leader Training

trains people in the skills necessary for team leadership

Coordination Training

trains the team in how to share information and decisions to obtain the best team performance

Connection

understanding and developing working and interpersonal relations

Compliance

understanding company policies, rules and regulations

Culture

understanding the company history, traditions, values, norms, and missions

Clarification

understanding the job performance expectations

Action Learning

work groups or teams get a problem, work on solving that problem, and commit to an action plan, and are accountable for carrying out the plan