Training Design and Implementation Assessment Evaluation

8/8/2019 Training Design and Implementation Assessment Evaluation

1/10

TRAINING


2/10

Training Design and Implementation

for Improved Work Performancey Training is specifically geared toward overcoming

deficiencies in job performance or preparing for

modifications in work procedures, methods ortechnology.

y Defined = process of providing the opportunity forindividuals to acquire knowledge, skills and attitudesrequired in their present jobs

y Refers to the job-related educational activities ofnonmanagerial employees

y Systematic process of altering the behavior of employees in adirection to increase or improve the achievement of org goals


3/10


for Improved Work Performancey Focus of training definitions: providing formal activities,

changing the behavior of employees, improving individualperformance on the job and enhancing the achievement of

organizational goalsy Benefits of training

y Increased performance on the job

y Coping with change

y Assessment of Training Needs and Objectivesy First step in designing a training program involves assessment

of training needs

y Needs analysis review and analysis of overall organizationalneeds


4/10

Training Design and Implementation for

Improved Work Performancey Study of present and future job needs

y Job analysis includes job description and job specifications

y Job analysis process identifies specific skills needed to perform

and the minimum acceptable standards of job performance

y Employee needs analysis

y Self-assessment of training needs

y Task-person analyses

y Training Program Designy Purposes of Training Programs oriented toward

modifying or improving workers skills in one of fourprimary categories


5/10


Improved Work Performancey Technical skills upgrading and modifying specific on-the-job

technical skills (blue and white collar)

y Interpersonal skills active listening, written and oral comm

y Problem-solving skills systematic decision making,brainstorming, evaluation of problems, problem-solvingworkshops

y Basic literacy skills designed to correct workers deficienciesin reading, writing, mathematics, etc.

y Professional certification!!!!

y Instructional Staff for Training Programsy Trainers from within the organization

y Consulting firms

y Interactive educational strategies


6/10


Improved Work Performancey On-the-job Training (OJT) Programs most common

type of training provided by an organizationy Job instruction training (JIT) train the trainer

y Apprenticeship training usually skilled trades

y Internships and field study training

y Supervisory assistance most widely used informal type

y Job rotation, enlargement and enrichment programsy Advantages of OJT

y Cost effective and efficient to operate

y Feedback

y Transfer of training is direct and immediate


7/10


for Improved Work Performancey On-Site Off-Job Training programs training program

conducted at work site but away from the job

y Telecommunications training

y Programmed and computer-assisted instruction

y Video equipment systems

y Interactive televideo training

y Vestibule training off-job environment is created similar to

an actual work situationy Major disadvantage of on-site training is nearby location of

work station to which trainee may be called in an emergency


8/10


Improved Work Performancey Off-the-Job Site (OFS) Training Programs

y Formal classroom instruction

y

Seminars and conferencesy Distance education

y Simulation form of vestibule training

y In-basket exercises

y Role-playing

y Corporate visits, committees and meetings

y Benefits include flexibility, highly motivated individuals,better climate and environment for learning, etc.

y Disadvantages include travel, registration costs, etc.


9/10

Assessment and Evaluation of Training and

Development

yAssessment refers to the collection of data andrelevant information about a particular program

y

Evaluation combines assessment with a judgmentabout the effectiveness of the programy Training evaluation process = the 5 Ws

y Kirkpatricks Method of Evaluating Training Programsy Utilizes four distinct and related hierarchical levels

y Reaction (feelings) internal criteriay Learning internal criteria

y Behavior (changes) external criteria

y Results external criteria


10/10

Assessment and Evaluation of Training

and Developmenty Designing Effective Training Evaluation programs

y Training Evaluation Program Designs

y

Most effective training evaluation designs use multiplemeasures and allow for changes in trainees attitudes,behaviors and skills

y Most ineffective training designs are one-dimensional

Documents

Training Design and Implementation Assessment Evaluation