CHAPTER 8: Evaluating Training Systems
Training is the “planned effort by an organization to facilitate the learning of job-related behavior on the part of employees.”
The Cost and Return of Training
· The cost of training is dependent on many factors
· Training can be required or part of the job
· The return on training: http://www.astd.org/virtual_community/research/PFLWhitePaper.pdf
Determining Training Needs or Needs Analysis
Organizational Analysis
http://www.mcdonalds.com/corporate/careers/hambuniv/
Task Analysis: objectives
1. What learners are expected to do (see job analysis)
2. The conditions under which they are expected to do it (see job analysis)
3. The level at which they are expected to do it (see job analysis)
Personal Analysis: tools
· Performance appraisals – problems associated with PA’s and training
· Surveys
· Interviews
· Skills and Knowledge Test
· Critical Incidents
2 Issues:
Training validity. Did the trainees learn skills, or acquire knowledge or abilities during the training? Some programs are better than others for teaching.
Transfer validity. Did the knowledge, skills, or abilities learned in training lead to improved performance on the job? Some programs are better than others when it comes to practicing them on the job.
Types of Training Programs
Classroom Instruction
Seminars http://www.astd.org/index_IE.html
Programmed Instruction: CAI & CBT (WBT) http://www.coastal.com/goto/hr_training.html
Case Studies
Critical Incidents
Sample Job Performance
Simulation
http://www.stsintl.com/
http://www.afji.com/T&S/Mags/T&S2001/T&S_winter/simulators.html
Vestibule training
Role Play
Modeling
Informal On-the-Job Training
Apprentice Training
http://ualocal1.org/Visit%20our%20Training%20Center.htm
Coaching: Depends on the situation and the Coach.
Transfer of Training
· Realism to work environment
· Overlearning
· Vary situations to enhance experience
Massed Practice vs. Distributed Practice
Incentives for Learning
The Trainee Must Be Motivated to Learn
In order to learn, a person must want to learn. In the context of training, motivation influences a person's enthusiasm for training, keeps attention focused on the training activities, and reinforces what is learned. Motivation is influenced by the belief and perceptions of the trainee. If a trainee is not motivated, little can be accomplished in a training program.
The Learning Must Be Reinforced
Behavioral psychologists have demonstrated that learners learn best with fairly immediate reinforcement of appropriate behavior. The learner must be rewarded for new behavior in ways that satisfy needs, such as pay, recognition, and promotion. Standards of performance should be set for the learner. Benchmarks for learning will provide goals and give a feeling of accomplishment when reached. These standards provide a measure for meaningful feedback.