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Context/Setting. Students: 14-15 year oldsClassrooms: Very TraditionalMultimedia projector provided on requestScience LaboratoryBasic equipment Computer Laboratory20-30 computersInternet connection45 minute lessons, 5 times a weekAdministrative expectationsStudy guides and Weekly planners
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1. 1 Training & Development Paul L. Schumann, Ph.D.
Š 2011 by Paul L. Schumann. All rights reserved.
2. Strategic Training & Development Process Business strategy
Whats the mission, values, goals?
Strategic T&D initiatives
What T&D initiatives will support the business strategy?
T&D activities
What specific T&D activities should be implemented?
Metrics that show the value of T&D 2
3. 3 Training & Development Training: focus on current job
Development: focus on future jobs
4. 4 Steps in the Training Process 1. Training needs assessment
2. Ensure employee readiness
3. Create learning environment
4. Ensure transfer of training
5. Select training methods
6. Evaluate training
5. 5 1. Training Needs Assessment Organizational analysis
Support of managers & peers
Company strategy
Training resources
6. 6 1. Training Needs Assessment Person analysis
Person characteristics
Input
Output
Consequences
Feedback
7. 7 1. Training Needs Assessment Task analysis
Select jobs
Develop preliminary list of tasks performed on the selected jobs
Confirm the list of tasks
Identify the knowledge, skills, & abilities required to successfully perform each task
8. 8 2. Ensure Employee Readiness Motivation to learn
Self-efficacy
Understand the benefits of training
Awareness of training needs, career interests, & goals
Understand work environment characteristics
Awareness of employees basic skill levels
9. 9 3. Create Learning Environment Conditions for learning
Objectives of the training program
Meaningful training content
Opportunities for practice
Feedback
Learn by doing, observing others, & sharing experiences in communities of practice
Good program administration
Facilitate recall of training content
10. 10 3. Create Learning Environment Learning requires effective practice sessions
Provide sufficient practice time
Distribute practice sessions over multiple days
Allow time for overlearning
11. 11 4. Ensure Transfer of Training Climate for transfer
Manager support & action plan
Peer support & support network
Opportunity to perform
Technology support
Self-management skills
12. 12 5. Select Training Methods Off-the-job training
Classroom instruction
Teleconference
Webcast
Audio-visual instruction
Lectures
Case studies
Simulations
13. 13 5. Select Training Methods On-the-job training
Managers or peers provide training
Observation
Explanation
Imitation
14. 14 6. Evaluate Training 4 Levels of Evaluation (Kirkpatrick):
Reaction: satisfaction of trainees
Learning: test trainees
Behavior: job performances of trainees
Results: payoff for organization
Evaluation designs:
One-shot posttest-only design
One-group pretest-posttest design
Pretest-posttest control-group design
15. 15 Steps in the Training Process 1. Training needs assessment
2. Ensure employee readiness
3. Create learning environment
4. Ensure transfer of training
5. Select training methods
6. Evaluate training
16. 16 Employee Development Training: focus on current job
Development: focus on future jobs
Provide formal education programs
Assess employees potential
Provide developmental job experiences
Provide developmental interpersonal relationships