Training and Training Development Ch 8 Job Analyses
Training and Training Development Ch. 8
Job Analyses Project �Details on Canvas �Due December 4 th! �Any questions? Start early to avoid looking like this guy!
Why Train? �May not be able to select qualified individuals to fill positions �Ensure employees can maintain performance �Develop employees for different positions and/or roles in organization �Training is “systematic acquisition of skills, rules, concepts, or attitudes that result in improved performance” ** Remember, organizations spend about $1200 per employee on training (2007)
What is a Training Need? �Discrepancy between actual performance and �An ideal �A norm �A minimum �A desired state �An expected state
What is a need’s assessment? Tells us the types of training (if any) that are needed in an organization
Analysis of Need Four Key Questions �What are we trying to accomplish? �Why do we think there is a need for our training program? �Is there an actual need for our training program? �Is our idea for a training program practical? 6
3 Methods for determining training needs? �Organizational Analysis �Task Analysis �Person Analysis
Organizational Analysis Determines what organizational factors facilitate or inhibit training �Goals and objectives �Economic analysis �Organizational climate �Employee readiness � Attitudes � Time � Commitment �Management support �Resource analysis
Task Analysis Identifies which task(s) in a job should be targeted to improve performance �Job analysis identifies �Tasks �Conditions under which tasks are performed �KSAOs needed to perform tasks under those conditions �Task analysis identifies how tasks are learned �Expected at time-of-hire �Easily taught on-the-job �Current training program �No training
Person Analysis Identifies which individuals within an organization should receive training �Performance Appraisal Scores �Surveys �Interviews �Skill & Knowledge Tests �Critical Incidents (from employee records)
Developing Training Programs
Establishing Goals and Objectives �What do you want to accomplish? �Knowledge �Skills �What goals should be �Concrete �Attainable �Can you accomplish your objectives? �Set goals �What’s expected �Level at which it’s expected �Condition at which it’s expected
Examples �By the end of the training session you will be able to answer customer questions about loan rates without asking others 90% of the time �By the end of the training session you will be able to balance the teller drawer without assistance in 30 minutes with no errors
Training Methods �Lecture (Knowledge) �Case Studies (Apply Knowledge) �Simulations (Practice Skills) �Role-Playing (Interpersonal Skills) �Behavior Modeling (Interpersonal Skills) �Role-playing with videos of models
Major obstacle?
Motivating Employees �To attend training �To perform well in training �To use their training on the job To encourage attendance, provide incentives �Self-improvement related to immediate job �Money, promotion opportunities, college credit, certificates �Let employees choose the training offered �Offer food & reduce workload
Motivating employees to use training on the job �Provide an opportunity to use newly learned skills �When? �Ensure supervisory support �Recognize performance improvement �Why?
Choose the Best Training Method �Classroom training �Distance Learning �On-the-job Then decide: �Who will conduct? �Where will it be held? �How long should it be?
Delivering the Training Program 1. Conducting Classroom Training �Who will conduct? �Internal vs. External �Videos �Colleges or Universities �Where? �Onsite vs. Offsite �How long should it be? �Massed vs. Distributed Practice
Delivering the Training Program Prepare for Classroom training �Create Initial Plan �Anticipate problems �What does audience need? �Prepare everything �Practice, Practice �Develop Presentation �Informative, Interactive �Create Materials �Make the Presentation!
Delivering the Training Program �Introduce the trainer and the trainings session �Short & credentials �Objective & schedule �Using icebreakers and energizers �Introductions & Activities �Delivering Presentation �Confident �Speak at a normal pace �Make the Presentation!
Individual Training Through Distance Learning � Concept of programmed instruction �Self-paced �Trainee is actively involved in the learning �Material is presented in small units � Formats �Books �Video �Interactive video �Computer based training (CBT) �Web based (e-learning)
On-the-Job Training Learning by Modeling Others �Characteristics of the model �Successful �Status �Similarity �Characteristics of the observer �Attention �Reproduction skills
�Learning Through Job Rotation �Job rotation �Cross training �Volunteerism �Learning through Apprentice Training �Used in crafts and trades � 144 hours of formal class work each year �Work with an expert (usually 4 years)
�Learning through Coaching �Experience employee works with new employee �Problems �Not all employees are good coaches �Coaching can lower the coach’s work productivity �Pass through programs and corporate coaches can alleviate problems �Learning through Mentoring �Mentoring is less formal than coaching �Good mentors can be difficult to find �Learning through Performance Appraisal
Motivating Employees to Perform Well in Training: Provide Incentives �Basis for the Incentive �Completion and degree based �Knowledge based �Skill based �Job performance based �Type of Incentive �Self-improvement/esteem �Job security �Money �Advancement
�Important Principles �Timing �Contingency �Type of incentive �Expectancy theory �Motivation = E * I * V E = Expectancy I = Instrumentality V = Valence
Maintain Interest �Relevance �Activity �Fun �Variety �Interaction �Expertise sharing �Provide Feedback
Evaluation: Was it worth it? Content Validity Employee Reactions Employee Learning Application of training Business impact Return on investment
Ensure Transfer of Training on the Job �Realistic training environment �Practice �Provide Opportunity to apply training �Ensure Management is Supportive of Training �Have Employees Set Goals HIGH Amount of learning LOW Specificity of Feedback HIGH
In class task
- Training Method o Describe the method you will use for training and the advantages and disadvantages of this/these methods Training Features o Describe at least 5 features of the training program that will help improve transfer. o Explain how you will incorporate these features into the training methods Task Answer customer questions about rates Process customer transactions Calm irate customers Check loan applications for accuracy Ask customers to complete VISA applications Input customer transactions into the computer Answer customer questions about services
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