2. Importance of training
• Training helps new employees how to do their jobs.
• Training helps experienced employees to keep up with job
changes and to improve performance.
Developing an effective training program
Needs Set Design Deliver Evaluating
Assessment Objectives training training training
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3. 1. Need Assessment
A need assessment is conducted to determine:
1) which employees need training
2) what the content of the training should be
Needs assessment focus on three levels:
1) Organization
2) Job
3) Person
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4. Organization level is concerned with:
1. objectives of the organization
2. how the objectives are addressed by the
performance of the employees.
The job level is concerned with:
the nature of tasks involved in each Job.
Job analysis
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5. The person level is concerned with:
How well job applicants or present employees
are able to do the job tasks.
• It assesses the KSAO levels of people rather than jobs.
• The KSAOs of the job and people are compared to determine the
areas where training is needed.
2. Objectives
The objectives of training are based on criteria.
Criterion is a statement of how achievement of training objectives
can be assessed.
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6. 3. Training Design
Training is conducted with the expectation that employees will
apply what they have learned on the job.
This is called transfer of training.
Transfer of training is affected by:
1) Trainee characteristics
2) Training design factors
3) Work environment
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7. 1) Trainee characteristics focus on:
i) Ability: Not everyone has the same ability to learn a given task.
ii) Attitudes
iii) Motivation
2) Training design factors:
i) Feedback
Feedback should be built into the training as
appropriate so that the trainee can tell if he or
she is learning the correct material.
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8. ii) General principles.
Training should teach why something is done as well as how it
should be done.
iii) Identical elements
Trainees can easily apply what has been learned in training to the
job setting if the responses in the training situation are identical to
those in the job situation.
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9. iv) Overlearning
Overlearning refers to giving the
trainee practice beyond that
necessary to reach a criterion for
success in training so that he or
she can use what has been
learned with little thought.
Through overlearning a person achieves automaticity.
Tasks can be done smoothly, without the person having to mentally
monitor or pay attention to how he or she is performing.
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10. v) Sequencing of Training Sessions:
Training sessions can be sequenced into two ways:
a) Part versus whole
b) Massed versus spaced
Part training refers breaking a task into components, which are
learned at one time.
Whole training occurs when the entire task is taught at one time.
Part training is preferred over whole training when tasks are too
complex to be learned at once.
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11. Massed training means that the training sessions are long in
duration and take place over a relatively short period of time.
Spaced training means that training sessions are relatively short
and are spread out over time.
• Massed training can be very efficient
• Spaced training can be more effective than massed training in the
long term and produces better learning.
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12. 3) Work Environment
1. The work environment must be supportive where supervisors
and other people encourage the application of learned principles.
2. On the job the trained employees must get the opportunity to
use the new training.
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13. Training Methods
1. Audiovisual Instruction
Materials are presented
electronically using audiotape,
videotape, DVD, or computer.
2. Autoinstruction
The training which is self-paced and does not use an instructor is
called autoinstruction.
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14. 3. Conference
A conference is a meeting of
trainees and a trainer where
participants can discuss the
material and ask questions.
4. Lecture
A lecture is a presentation by a trainer
to a group of trainee.
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15. 5. Modeling
In modeling trainees watch someone
perform a task and then having them
model what they have seen.
6. On-the-Job Training
Any method used to show employees
how to do the job while they are
doing it is called on the job training.
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16. 7. Role Playing
A role play is a type of simulation in
which the trainee pretends to be
doing a task.
8. Simulations
In simulation specialized
equipments or materials are used
to portray a task situation.
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17. Conclusion
Each training method has its advantages and limitations, so there
is no one best way to train. Rather, the methods can be used in
combination.
4. Delivery of a Training Program
To be effective the training program must be delivered properly by
the specialists who are skilled in training.
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18. 5. Evaluation
An evaluation is a piece of research to see whether or not the
program had its intended effects.
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