Training and developmen 2

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OutlineTraining & DevelopmentTraining Cycle

Step 1: Needs Analysis (Needs Assessment)Step 2: Design & Develop Training ProgramStep 3: Deliver the TrainingStep 4: Training Evaluation

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Training & DevelopmentWhat is training? What is development?Training: enhances the capabilities of an

employee to perform his or her current jobFocuses on the current job

Examples for a bank teller: Training program to correctly identify counterfeit

currency Training program in the bank’s new computer

system used by tellers to process customer’s transactions

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Training & DevelopmentDevelopment: enhances the capabilities of an

employee to be ready to perform possible future jobsFocuses on future jobs

Developmental education programs Examples for a bank teller:

Bank sends the teller to a day-long workshop on “Emerging Issues in Finance & Banking”

Bank pays for the employee to get his or her MBA degree

Developmental job experiences Examples: job rotation or job enlargement

Developmental interpersonal relationships Example: mentoring

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Training Cycle

Source: Fisher, Schoenfeldt, & Shaw (2006), Figure 9.1, p. 377

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Step 1: Needs Analysis/AssessmentGoal of needs analysis: Identify training

needsNeeds Analysis:

3 Levels of Needs Analysis: Organizational analysis Job and task analysis Individual analysis

Training Objectives

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Needs Analysis3 Levels of Needs Analysis:

Organizational analysis: What are the training needs of the organization? What training will support the organization’s strategy?

Example: Internal growth strategy (growth from new products or new markets) would be supported by training in: Creative thinking New product development Understanding & evaluating potential new markets Technical competence in jobs

Example: What are the training needs for other strategies? Low-cost leadership, focused (niche) concentration,

external growth (mergers & acquisitions), downsizing & divesting

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Needs Analysis3 Levels of Needs Analysis (more):

Organizational analysis (more) What training will support the organization’s

culture, goals, & priorities? Some organization’s emphasize training more than

others Learning organization: use training linked to

strategic goals as a source of competitive advantage

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Organizational analysis (more) Use benchmarks of organizational health & success to

identify training needs General examples:

Headcount Productivity Costs Quality

Specific examples for an airline: On-time rates Lost baggage rates Employee injury rates

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Job and task analysis: What are the training needs of each job in the organization? Examine the job descriptions:

What tasks & duties are performed by each job? For each task:

Do new hires already know how to perform the task or will they have to be trained? (Helps to identify training needs)

What are the consequences of performing the task incorrectly? (Helps to set training priorities)

Can the task be learned on the job, or should it be taught off the job? (Helps to identify training methods)

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Individual analysis: What are the training needs of each individual employee in the organization? Examine each employee’s performance appraisal Do certain employees, or groups of employees, have

job performance that might be improved by training that is cost-effective?

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Needs AnalysisTraining Objectives: Use the 3 levels of needs

analysis to establish the training objectives for the training programTraining objectives answer the question: What

will employees be able to do as a consequence of the training? Make the training objectives specific, concrete, &

measurable Example for a bank teller training program in

detecting counterfeit currency: Identify counterfeit currency correctly 100% of

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Training Cycle


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Step 2: Design & Develop Training Program3 Stages of Learning: Design the training

program to move employees up to Stage 3Stage 1: Declarative knowledge (cognitive phase)

Learn facts & concepts High demands on memory & attention Performance is slow & halting Errors are common

Stage 2: Knowledge compilation (associative phase) Performance begins to improve Reduced concentration is required

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Design & Develop Training Program3 Stages of Learning (more):

Stage 3: Procedural knowledge (autonomous phase) Performance becomes automatic Performance is fluid & correct Little conscious concentration is required

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Design & Develop Training ProgramTraining Methods: decide which training method to

useOn-the-job training (OJT): training is at the actual work

site using the actual work equipment Advantages:

The training setting and the work setting are the same May reduce costs: avoid the cost of a separate training

facility Enhances trainee motivation: job-relevancy of training is

more obvious to the trainees Disadvantages:

May be disruptive to normal operations May have more distractions that interfere with learning May have safety concerns

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Design & Develop Training ProgramTraining Methods (more):

Off-the-job training: training takes place off the job at a training facility designed for training Advantages:

Avoids disruptions to normal operations Minimizes distractions Avoids safety concerns

Disadvantages: Differences between the training setting and the work

setting Costs may be higher due to the cost of the training

facility Trainee motivation may be reduced because the job-

relevancy of the training is not as obvious17

Design & Develop Training ProgramTraining Methods (more):

Off-the-job training (more): Off-the-job training techniques:

Lectures Discussions Cases Role-plays Simulations

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Training Cycle


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Step 4: Training Evaluation4 Levels of Evaluation

(Kirkpatrick, 1983)Level 1: Reaction:

measure the satisfaction of the trainees with the training program Satisfaction questionnaire

Level 2: Learning: measure how much the trainees have learned Written tests Performance tests Simulation tests

Source of figure: Fisher, Schoenfeldt, & Shaw (2006), Figure 9.4, p. 405

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Step 4: Training Evaluation4 Levels of Evaluation

(more)Level 3: Behavior: measure

the trainees’ job performance back on their jobs Performance appraisals

Level 4: Results: measure the impact on the organization Profits Costs Productivity Quality Injury rates, etc.

Source of figure: Fisher, Schoenfeldt, & Shaw (2006), Figure 9.4, p. 405

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Training Cycle


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OutlineTraining & DevelopmentTraining Cycle

Step 1: Needs Analysis (Needs Assessment)Step 2: Design & Develop Training ProgramStep 3: Deliver the TrainingStep 4: Training Evaluation

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Technology

Training and developmen 2