Learning, Training and DevelopmentLearning, Training and Development Benchmarking Best Practices in China

Literature ReviewBy Zhu Min

AgendaAgenda

Training Need AnalysisTraining Need Analysis

Training Design and DeliveryTraining Design and Delivery

Training EvaluationTraining Evaluation

Training TransferTraining Transfer

Training Need Analysis

A training needs analysis is primarily conducted to determine where training is needed, what needs to be taught, and who needs to be trained.

--- Goldstein 1993

--- McGehee & Thayer’s (1961)Three- fold approach to need analysisThree- fold approach to need analysisThree- fold approach to need analysisThree- fold approach to need analysis

Organizational Analysis

Organizational Analysis

Person AnalysisPerson

Analysis

Task/Job AnalysisTask/Job Analysis

Training courses & the strategic direction of the organization; training objectives & organizational goals.

Identify the nature of the tasks & the knowledge, skills and abilities need to perform these tasks.

Identify who should be trained and what training needed.

How to improve the efficiency of need analysis?How to improve the efficiency of need analysis?

1 2Subject Matter Expert Trainee’s Motivation

Training Design and Delivery

Organization Trainee

Influencing factors

when design?

•In-basket•Computerized business games•Leaderless group discussion

Training Design and Delivery

Two general themes in training design and delivery: •New approaches

•Specific training methods

Technology-delivered instruction (TDI)

Simulation-based training

Team training •Cross-training •Team coordination training •Team leadership training •…

New approache

s

Training Evaluation

An evaluation conducted to determine whether intended training goals and outcomes are achieved is called a summative evaluation.

Model 1: Kirkpatrick's for level evaluation model (1959)

An evaluation intended to provide information on improving program design and development is called formative evaluation.

Scriven, 1991

Evaluation Models

Tannenbaum et al. (1993) expanded on Kirkpatrick’s typology by adding posttraining attitudes and dividing behavior into two outcomes for evaluation: training performance and transfer performance.

Model 2: Tannenbaum et al (1993)

3. Holton's(1996) evaluation model

Model 5: IMTEE

Model 4: . Kraiger (2002)

Training Transfer

-- Baldwin and Ford, 1988

Influencing factors on training transfer

Trainee characteristics•Ability•Personality•Motivation

Training design•Transfer design•Appropriate content

Work environment•Support •Opportunity to use

…

Interventions to enhance transfer

•Learner readiness and self-efficacy•Motivation to transfer•Transfer effort to performance expectations

Based on needs analysis

•Performance coaching•Supervisor support, supervisor sanctions, peer support•Resistance-openness to change

…

Transfer of training may be defined as the degree to which trainees apply to their jobs the knowledge, skills, behaviors, and attitudes they gained in training.

-- Holton, 1998

Lisa A. Burke learning transfer model

That’s all! Thanks.