week 7 training final

8/18/2019 Week 7 Training Final

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SM 60.43

Human

Resource

Management

Chapter 7 Training

Asst. Prof. Dr. Vimolwan Yukongdi

Learning Objectives

1. Discuss how training and informal learning cancontribute to companies’ business strategy.

2. Explain the manager’s role in identifying trainingneeds and supporting training.

3. Conduct a needs assessment.4. Evaluate employees‘ readiness for training.5. Discuss strengths and weaknesses of presentations,

hands-on and group training methods.6. Design a training session to maximize learning.7. Choose an appropriate evaluation design based on

training objectives and analysis of constraints.

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What is training?

• A planned effort by anorganization to facilitatelearning of job-relatedcompetencies, knowledge,skills, and behaviors by employees.

• Goal▫ Master the knowledge, skills

and behaviors emphasized intraining

▫ Apply them to day-to-day activities

Formal Training

Definition• Training and

development programs,courses, and events thatare developed andorganized by thecompany. May include:

▫ Face-to-face instructor-led courses

▫ Online programs


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Informal Learning

• Definition• Learning that is learner initiated, involves action

and doing, is motivated by an intent to develop,and does not occur in a formal learning setting.

• Occurs without an instructor• Controlled by the employee

▫

Examples: email, informal mentoring, socialnetworking websites

• Informal training complements training by helping employees gain tacit knowledge thatformal training cannot provide.

Tacit Knowledge versus Explicit Knowledge

• Tacit knowledge: knowledge based on personal experiencethat is difficult to codify.

▫ Practical, action-oriented knowledge or “know-how”

▫ Based on practice, acquired by personal experience

▫ Often resembles intuition

▫ Seldom expressed openly

• Explicit knowledge: knowledge that is well documented,easily articulated, and easily transferred from person toperson.

▫ Academic knowledge

▫ “Know-what”

▫ Described in formal language, print or electronic media


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Designing formal training activities

• Training design process

▫ A systematic approach fordeveloping trainingprograms.

• Two specific types of trainingdesign processes:

▫

ADDIE model (analysis,design, development,implementation,evaluation)

▫ Instructional SystemDesign (ISD)

DesignDesign

DevelopDevelop

ImplementImplementEvaluateEvaluate

Analysis

ADDIE MODEL

Needs assessment

Ensure readiness

Create learning environment

Ensure transfer

Select methods

Evaluate programsFeedback

Training Process


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Step 1 Needs Assessment Process

OrganizationAnalysis

PersonAnalysis

TaskAnalysis

Who needs training?

What is the content?

In what do theyneed training?

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Needs Assessment Process

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Step 2 Ensuring Employees’Readiness for Learning

• Evaluate whether employees are ready for training

• Readiness for training• Employee characteristics that provide

employees with the desire, energy, and focusnecessary to learn from training.

• Motivation to learn• The desire, energy and focus

• Motivation to learn is related to knowledgegain, behavior change, or skill acquisition intraining programs.

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Factors That Influence Motivation to Learn


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Factors That Influence Motivation to Learn (cont’d)

Step 3 Creating a Learning Environment

Seven conditions for learning

1. Need to know why they should learn

2. Meaningful training content

3. Opportunities for practice4. Feedback

5. Observe, experience, and interact with trainingcontent, other learners, and the instructor

6. Good program coordination andadministration

7. Commit training content to memory

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Step 4 Ensure Transfer of Training

• Transfer of training refers to on-the- ob use of knowledge, skills and behaviors learned intraining.

• Transfer of training is influenced by:

▫ Manager support

▫

Peer support▫ Opportunity to use learned capabilities

▫ Technology support

▫ Self-management skills

Step 5 Selecting Training Methods

1. Presentation

Methods2. Hands-on

Methods3. Group or Team

Building Methods

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Step 5 Selecting Training Methods

Presentation Methods

• Methods in which trainees are passiverecipients of information

• Presenting new facts, information,processes, different philosophies

1. Instructor-led classroom instruction

2. Distance learning: Teleconferencing

Webcasting (online via live broadcasts,

face-to-face instruction)3. Audiovisual techniques

▫ Overheads, slides, video

▫ Learners may not be required to attenda class

▫ Training is made available on PCs,Smartphones, Ipad

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Step 5 Selecting Training Methods (cont’d)

Hands-on Methods

• Training that require the trainee to be actively involvedin learning.

• Ideal for developing specific skills, dealing withinterpersonal issues, experiencing completing a task,

how skills and behaviors can be transferred to the job;may include:

On-the- ob training, apprenticeships and internships

Simulations, avatars

Business games and case studies

Behavior modeling – teaching interpersonal skills

E-learning - web-based training, delivery via Internet

Social media – blogs, wikis, Facebook, LinkedIn, outube

Blended learning – hybrid approach7-18


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Group- or Team-Building Methods

• Training methods designed to improve teamor group effectiveness

• Training techniques that help trainees:

▫ Share ideas and experiences

▫ Build group identity

▫ Understand the dynamics of interpersonalrelationships

▫

Get to know their own strengths and weaknesses and those of their co-workers

• Directed at improving trainees’ skills andteam effectiveness

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Group- or Team-BuildingMethods include:• Adventure learning

▫ Develops teamwork andleadership skills usingstructured outdoor activities.

▫ Best suited for developingskills related to groupeffectiveness, self-awareness, problem solving,conflict management, risk taking.

▫ May involve strenuous,challenging physicalactivities – e.g., dogsledding,mountain climbing, climbing

walls, rope courses7-20


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Group- or Team-Building Methods include:• Team training coordinates the performance of

individuals who work together to achieve a commongoal.

▫ Cross-training – team members understand and practiceeach other’s skills

▫ Coordination training – trains the team in how to shareinformation and decisions to maximize team performance

▫ Team leader training – how to resolve conflict within theteam or help the team coordinate activities

• Action learning – team works on actual businessproblem, commit to an action plan, and are accountablefor carrying out the plan.

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Step 6 Evaluating Training Programs

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Evaluation Designs

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Summary

• Technological innovations, new productmarkets, and a diverse workforce have increasedthe need for companies to reexamine how theirtraining practices contribute to learning.

• Training can contribute to effectiveness throughestablishing a link with the company’s strategicdirection and demonstrating through cost–

benefit analysis how training contributes toprofitability.

• The key to successful training is choosing themost effective training method.

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URL for images

1. http://www.mtt-events.com/tl_files/media_files/images/level_1_images/Corporate-Training.jpg

2. http://www.westcountryrivers.co.uk/wp-content/uploads/2014/01/ReadingIntroToArcGIS2.jpg

3. http://gmc.net/sites/default/files/banner-training-1600px.jpg

4. http://www.pdgm.com/getattachment/5de1b8ef-d73a-

41dd-b888-b7b44921740a/New-Updated-Classroom-Training-Courses.aspx?maxsidesize=4765. http://www.sas.com/content/dam/SAS/global-

training/image/Training-classroom-home-hero.jpg6. https://www.skibluemt.com/media/1047/high-ropes-

course-compressed.jpg

week 7 training final

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