Human Resource Human Resource ManagementManagement

Lecture-22

Learning Theory and Employee Training

Learning

is a relatively permanent change in behavior that results from direct or indirect experience.

Learning organization

is one whose employees continuously attempt to learn new things & to use what they learn to improve product or service quality.

The bottom line…

All managers should understand the basic purposes and processes of both training & development

and also recognize the role of learning theory in training and development.

Challenges in Training

Is training the solution to the problem? Are the goals of training clear and realistic? Is training a good investment? Will the training work?

Training NeedJob behavior inappropriate orKnowledge or skill level inadequate andProblems can be corrected through

training

Training

Phase 1Needs Assessment

Assessing Training Needs

Number of employees experiencing skill deficiency

Severity of skill deficiencyImportance of skillExtent to which skill can be

improved with training

Determining Training Needs

Self-assessments

Company records

Customer complaints

New Technology

Employee grievances

Interviews with managers

Customer satisfaction surveys

Observation

What is the Context?

Who Needs the Training?

In what do they need training?

Organization Analysis

Task Analysis

Person Analysis

Conduct gap analysis (what is vs. should be)

Establish objectives & priorities

Phase 2: Designing Training

Assess trainee readiness

Basic skills needed, self-efficacy

Consider learning styles

Remember

HearHear & seeHear, see, & do Improves

remembering

Step 3: Delivering the Training

Conduct pilot, reviseMake logistical decisionsConsider internal vs

outsourced/external trainingOnline learning

Training Methods Lecture Case method Simulations Internships Mentoring Discussions Games Role playing Computer-based Video training

Workplace TrainingMethods

IndividualizedIndividualized

Off-the-JobOff-the-JobOn-the-JobOn-the-Job

On-the-job training (OJT)

Training is at the actual work site using the actual work equipment

Off-the-job training

Training is at a training facility designed specifically for training

Transfer of Training

From Classroom To Job

Don’t learn materialDon’t understand “real life”

applicationsLack of confidenceForgetting the material

Why Transfer of Training Fails

Step 4: Evaluation of Training

What to Evaluate ?

Trainee reactionsTestingPerformance appraisalRecords of organizational

performance

Measurements of change in organizational

performance

Pre-test and post-test of trainee performance

Trainee evaluations of training/development

program

Sources of evaluation

information

Evaluation Design

Trainee Group

Pretest Post-test

ControlGroup

Pretest Post-test