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‡ Helping organizations solve problems
through employee training:
‡ A planned effort to facilitate the learning,
retention and transfer of job-related
behavior.

‡ ASTD: http://www.astd.org
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‡ Examples
‡ New employees, customer service training,
communication skills, team training
management skills, diversity training,
conflict resolution.

‡ QG: How does new information and

communication technology affect
training?
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‡ Social Learning Theory (Bandura)

‡ Learning through observing
‡ Modeling behavior
‡ Examples
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‡ Employee Readiness
‡ Transfer of Training
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‡ Ability
‡ Attitudes and
Motivation
‡ Learning Styles
 

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‡ Improve job performance
‡ Materials learned in training used on job
‡ Level of Transfer
‡ Zero!
‡ Positive
‡ Negative

  



‡ Feedback
‡ General Principles
‡ Identical Elements
‡ Overlearning
‡ Sequencing
‡ Part vs. Whole
‡ Massed vs. Spaced
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‡ Reasons for Failure

‡ Training dissimilar to job
‡ Trained behavior not supported on job
‡ Trained behavior not often needed
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‡ Needs assessment
‡ Set Objectives
‡ Training Design
‡ Deliver the training
‡ Evaluation
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‡ Organizational Analysis
‡ Organizational functioning, problems and goals
‡ Benefits of training to the organization
‡ Job or Task Analysis
‡ Work that needs to be done
‡ Person Analysis
‡ What employees can do
‡ What they should be able to do

 

 

‡ Establish training goals

‡ Set Behavioral objectives to reach goals
‡ What must be learned?
‡ Measurable Behaviors




‡ Develop training tasks to meet
objectives
‡ Content
‡ Designing HOW to present the material to
the employees so they learn it and it
transfers to the job.


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‡ On the job training
‡ Apprenticeship
‡ Vestibule Training
‡ Next to actual work site and hands-on experience
‡ Job Rotation
‡ Target all employees
‡ Leadership track

‡ QG: Experiences and effectiveness?



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‡ Lecturing
‡ Behavioral modeling
‡ Simulations
‡ Computer assisted training

‡ QG: Experiences and effectiveness?



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‡ Case Studies
‡ Role playing
‡ Experiential management ³games´ and
simulations
‡ Blindfolded rope
‡ Conferences
‡ Facilitated open discussions


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‡ Mentoring
‡ Traditional, Step-ahead, Peer
‡ Informal vs. formal
‡ Coaching

‡ QG: Why are management training

methods different from other forms of
training? Turn in!






‡ Needs assessment
‡ Set Objectives
‡ Training Design
‡ Deliver the training
‡ Evaluation
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‡ Training Criteria:
‡ Reaction
‡ Learning
‡ Performance Criteria:
‡ Behavioral
‡ Results
‡ CHOOSE one (or more!)

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‡ One Group
‡ Basic experimental Designs
‡ Quasi-Experimental Designs
‡ Solomon 4 group design