2. DEFINITION
Training
Provision aimed at creating intentional learning processes
To bring about semi permanent change in individuals –
Knowledge, attitudes. Skills and habits (KASH)—behaviors
With an intention To enhance performance on the job
Evaluation of training
Systematic collection of descriptive and judgmental
information necessary to make effective training decisions
Is affected by
Need analysis, participation, other antecedent conditions,
design and delivery and transfer of training
3. Evaluation of training
Antecedent conditions
Are what trainees bring to training
Design and delivery
Structuring and methods of delivering content
Transfer of training
Transfer of training is defined as the degree to
which trainees apply the knowledge, skills , and
attitudes gained in training to their job ( Ford and
weissbein 1997; Tannebaum and Yulk 1992;
Wexley and latham 1991)
4. TRAINING AND TRANSFER
Knowledge
transfer and
utilisation
Sharing to
learn and use
Individual
learning and use
Facilitation
Personality
Evaluation criteria
Linked rewards and
punishments
Transfer and
use
Factors affecting transfer and use
Learning and skill
development
Achieve self
results
Achieve
orgn results
5. Training and transfer
TRAINING
ACQUISITION
UTILISATION AT
JOB
Motivation to learn
Motivation to
transfer
Skills
Knowledge,
concepts
Attitudes
Habits
Ability to do
roles
Improved
performance
Transfer of training
For individual
performance
Sharing
Present job
Future job
Organisational strategy,
individual strategy
Transfer of
skills to
others
6. Participation
Factors influencing participation
Organizational
Alignment with organizational strategy
Change, innovative work practices
High performance work systems
In large organizations
Economies of scale, work place recognition, union involvement,
specialized skills
Showing greater support for training and development
At job level
Highly skilled jobs
At individual level
More motivated to learn, continuous learning
More committed
7. Antecedent conditions
Are
What trainees bring to training
High cognitive ability
High motivation to learn-desire to learn
High training and performance goal orientation
Work environment factors-facilitating trainee participation
and learning
Enablers of use of training at work place
Rewards, recognition, support, resources
Organizational direction and support
How training is prepared
Content has to be relevant, interesting, appropriate and
have opportunities for practice, enable mental
conceptualization of material
8. Motivation to learn
Motivation to learn is defined as the specific desire of a learner to
learn the content of training programme (Noe 1986; Noe and
Scmitt 1986) –supported by
High training goal orientation
Lack anxiety
High internal locus of control
High achievement motivation
Conscientitious
High self efficacy
Committed
Plan their career
Organizational support, peer and supervisor support
9. Training design
Is based on how people learn and how
organizations learn
Learning cycles (Sanchez 2002)
Learning principles (Kolb 1984)
Recall from memory
Apply principles to task
Symbolic mental rehearsal
Reinforcement
Feed back and response
Self monitoring of learning
Cater to differences in aptitudes
10. Design of training
Learner control
Enabling trainee to participate in design of programme
Has a very small role, good for procedural and skill based
learning
Trainer skills
Use of line managers, peers unskilled trainers reduces
efficacy of training
Use expert and skilled trainers
Question of outsourcing
Issues of trust, contextual familiarity, commitment
Types of training
Individual, team, error and e-learning
11. Delivery
Contexts
Separate
As part of high performance work systems
Influenced by
Trainees learning style
Methodology of delivery
Way training is delivered-Kolb’s experiential learning
cycle(1984) – concrete experience, reflective observations,
abstract generalization, active experimentation
Specific population and content
Maximum transfer of training occurs when conditions for
transfer are included in training, practice scenarios, trainee
is allowed to set goals, gets rewards and trainee
supervisors are trained
12. Methodologies
Groups of methods used in training
Information presentation
Modeling- demonstration
Information presentation and learner response—
case method
Systematic response generation—contextualizing
the training
Simulation
On the job training
13. High performance work
systems
A growing body of research suggests that the use of
a set of HR practices, including
comprehensive employee recruitment
selection procedures, compensation
and performance management systems,
information sharing, and
extensive employee involvement and training,
can improve the acquisition, development and
retention of a talented and motivated workforce.
These HR practices are usually referred to as high
involvement, high commitment, or high performance
work systems.
14. Training design
Involves five steps
Specify instructional objectives
Decide sequence of activities
Content based on learning principles
Select training method
Ensure good learning environment
To maintain motivation to learn
Design measures of training effectiveness
15. Transfer of training
Aims of transfer
Apply to improve performance
Immediate—learn and apply
Long term –maintain and apply, transfer to others
Is impacted by factors
What occurs before training
What occurs during training
What occurs after training
Factors classified as
Individual
organizational
16. Transfer of training
Individual
Learner characteristics
Cognitive ability
Motivation to learn
Anxiety
Openness to experience
Perceived utility
Career planning
Organizational commitment
High motivation to transfer
17. Transfer of training
Training environment
Learning goals
Content relevance
Practice and feed back
Behavioral modeling
Error based examples
Work environment
Transfer climate
Supervisor support
Peer support
Opportunity to perform
18. Evaluation of training
Most commonly based on four stages model
Kirkpatrick (1959,1976,1994,2006)
Four stages of evaluation
Reactions
Learning
Behavioral
Results
Research shows that most used is
Reactions (72%), followed by learning( 32%) behavioral
( 19%) and results (7%)
19. Evaluation of training
Category Definition Methods Time lag Key issues
Reactions Affective
attitudinal
responses
Self report
measures
immediate Not related to trainee
learning and transfer-
not utility based
Learning programme
outcomes
Paper
pencil test
25-30days Necessary for
performance
Behavioral Actual
performanc
e on job
Supervisor
ratings
4-6
months
Susceptible to
environment variables
Results Are
monetary
benefits
Utility
analysis
6-8
months
Are most distant,
difficult to correlate
20. Evaluation of training
Research
Very few to establish causal sequence of
Kirkpatrick's model
New models are being developed
Holton's model
Proof that training helps
Immediate
Long term
21. Evaluation of training
SECONDARY
INFLUENCES--
Performance self efficacy,
learner readiness
MOTIVATIONAL ELEMENTS--
Motivation to transfer, Transfer effort
performance expectations, Performance
to outcomes expectations
ENVIRONMENTAL ELEMENTS--
Feed back, Peer supposrt, Supervisor
support, Openness to change
LEARNING INDIVIDUAL PERFORMANCE ORGANISATIONAL RESULTS
ABILITY --
Content validity,
Transfer design,
Personal capacity
to transfer,
Opportunity to use
Personal outcomes positive,
Personal outcomes negative
and Supervisor sanctions
22. Evaluation of training
Secondary influences
Motivation elements
Environmental
elements
Outcomes
Ability / enabling
elements
Personality
characteristics
Intervention
readiness
Job attitudes
Intervention
fulfillment
Motivation
to Learn
Motivation
to transfer
Expected
utility / ROI
Reaction Transfer
climate
External
events
Learning Individual performance Organisational
results
Ability
Transfer
design
Linkage to
organisational goals
24. Theory of planned behavior
The theory of planned behaviour states that the most important
determinant of a persons behaviour
is behaviour intent ( Ajzen 1991; Ajzen and Fishbien 1980;
Fishbien and Ajzen 1975) and
that this intent is dependent upon His attitude, the pervailing
norms and perceived behaviour controls.
Peoples attitudes towards their behaviour refers to the degree to
which they are made favourable or unfavourable evaluations of
behaviour in question.
subjective norms are perceived social pressures from significant
others to perform or not to perform.
Perceived behavioral controls are the perceived ease or difficulty
of performing a beaviour. more favourable the norms and
attitudes, more favourable is te perceived beavioural controls and
stronger the individual intention to perform the behaviour under
consideration