Training lecture notes
Training lecture notes
Training – we recruited ppl assuming they had the necessary KSAOs, could be argued that we have already maximized these through recruitment, etc. so why continue training? If you did a good job recruiting/selecting these people.
Train for a variety of reasons. Planned effort to help employees with job-related knowledge, skills, behaviors to have these people apply the KSAOs they apply on the job. Why do this if you already selected based on KSAOs. Don’t see training provided/given to new hires only – give it to people already on job. Consider Apple stores. Somerset mall in troy zoo in the store, people need to be taught how to use ipad, iphone 4s. often times companies make companies and employees need to be trained on those specific changes. Some people expect to be developed. Join org don’t have the expectations to be there permanently. People expect to develop their skills as they stay with a particular company.
Pressure point – employee has hard time meeting standards. Wife had coworker who needed anger management training cuz he was beliggerint instead of firing him.
Training can also occur with people who have been on the job for quite some time. Use instructional design process – don’t mean its rigid/flexible you have to go through this to get a sueccesful training program. It’s a guideline/rule of thumb what you would need to create a successful training program.
Conduct needs assessment
Answer 3 questions who needs training? What do they need training on? Social context surrounding trainging program that might facilitate it or impede it. Correspond to the person-analysis/task/org analysis respectively.
Organizational analysis – how do you create that support? Showing/ways you can show that training is actually effective, you are able to show that to people that say if you are able to do this training program effectively, you will need it to be successful.
Person analysis – could be a particular group/people who need training.
Office clip on training:
Should you drive forklift? No
Michael becomes the pressure point, he is the one that needs the training There are no goals that are specifically set in the training program (stretch, circulation etc), take that seriously and want to train employees on see if training was actually effective. Talked about goal setting, setting specific challenging goals and evaluating them based on whether they actually achieve these goals.
Task analysis. Zero in on the specific things that the training program will target. Job analysis Entire chapter devoted to job analysis, break tasks down and rate them. Identify the knowledge, skills and other factors to perform each of those tasks. List the knowledge skills and other factors needed to perform those tasks. Focus training on takas you deem important/ performed frequently.dont want impossible or difficult things, resource for task analysis, occupational network
Summary of business professor, knowledge of them, skills, ability (according to occupational network)
Quizzes at end – no motivation to do the optional ones at the end, intrinsic motivation to learn the material, if some type of benefit can be attached to it like increased career progression that can increase motivation to learn.
Self-efficacy – peoples beliefs and their capabilitiyes to execute certain forces of action, your self confidence belief in your ability to perform a specific task. Ex sports – good self efficacy for gold, low for basketball it varys by task can have generalized self efficacy. Most of the time we talk about it with regards to a particular task. You can model/watch someone perform the task. That’s one issue that affects motivation
Conscientiousness –are more motivated when it comes to training programs Openness to experience – tends not to do much. Saw it being fairly important for leadership in terms of correlations from last class (effective leader) see it in regards to training, performance orientation – mastery and performance. People with this characteristic
Office clip standing up and taking a break . stated specifically as a goal for employees, easily measured, link this back to goal setting theory, setting specific challenging goals that focuses their attention,
Downside of an online program – don’t get feedback live
Ensure transfer of training
Spent all of time and effort implementing a training program, ensure that it actually transfers over to a job. Apply to the specific job, transfer training. Maintenance is taking the specific skills we’re taught. Generalization – employee Frequent over multiple periods of time. Goal setting theory when people are provided feedback with their progress of their goals. People transfer their training more. Other factors – peer support managerial support, it comes into play
Evaluation – most important thing you can do in a program, employees pay least attention to. Most common way org assess whether training was successful. Ask trainees their opinion of their training program not defining if you get good scores if training was actually successful
Adventure learning – team building exercise
Commit training program send them to this trust building exercise. Report back to boss with the following (training evaluation) took half of my team and sent them through this activity. 2 teams manage 2 teams now. sent one team through kept other back, have their data/sales/perf, team I sent through the program is outperforming the one who I didn’t send through program. You’re my boss I run to you with these results do I get my bonus if
not whats the problem here. Why might we see that difference why might it not be the training program. What were the results before this training program? What If train group aready was training well before training took place? Measurement before training-graph looks identical. Training program was responsible for an increase in perf – selection.
Whats the specific problem of having another group? Changes in theeconomy, seasonality of business? That is in the context of causal performance. That is called HISTORY – some event took place between the premeasured and the post measure. Maybe the economy got really great all of a sudden, had nothing to do with the training, economic conditions caused this performance. Maybe new technology/market was introduced. Doesn’t matter what it is, point is something occurred here that caused that increase in perf. What else? Imagine that your group
This could happen because of a phenomenon called regression to the mean – this team is performing to its abolsute worst. Things can tg et any worse for this team, can only get better, student grades. B student but oyu get a 0 would you predict your score would be the same? It cant get any worse at least get better or stay the same. Regree toward the mean, mean being the average, regress toward your mean. Explanations for madden football course. Sportsillustrated cover of magazine then you lose your leg accident – top of your game identified as someone exceptional ,place on this magazein. See people eregreesing go back to their mean. Maturation – maturity, job experience. Reading ability from 1st to 2nd grade. Has nothing to do with whatever schools theyre currently in.
1st bullet covers selection
2nd bullet covers maturation, history regression, mean.
Does this prove training worked? Both improved after training, they did so at the same rate. Evaluate them on the exact same criteria, identically, the same measures before/after. The only thing that could really explain this is that selection problem. Pre existing differences between the 2 groups. For some reason that train group is more ready to learn.
Comprised of certain individuals driving this. 20 employees, send 10 in the training program, leave 10 behind. Flip a coin, randomly select them into the training vs non training program. Theoretically, all those potential differences all of these things are randomly distributed just as likely to be in the training group instead of the non training group. Extremely convincing evidence. This would be verysupportive evidence that training was responsible for this increase in performance. Pre-test post-test with comparison group design.
Makes perfect sesnse – pre before testing with comparison group (with control group ? If you want to know if training was something else you use this.
University/College: University of Arkansas System
Type of paper: Thesis/Dissertation Chapter
Date: 19 October 2016
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