Designing Effective Training SystemsSlide 2Slide 3Training : Methods & EffectivenessTraining : Areas & EffectivenessTraining MethodsEvaluating Training ProgramsTraining Evaluation DesignsSlide 9Myers - Briggs TypesCharacteristics of Successful Mentoring ProgramsCharacteristics of Successful Diversity ProgramsCurrent IssuesA Model of Career DevelopmentSlide 15Slide 16Slide 17Slide 18Slide 19Slide 20Slide 21Slide 22Designing Effective Training SystemsDesigning Effective Training Systems•Conduct needs analysis•Ensure employee readiness for training•Create learning environment•Ensure transfer of training•Evaluate training program•Conduct needs analysis•Ensure employee readiness for training•Create learning environment•Ensure transfer of training•Evaluate training program©a Times Mirror Higher Education Group, Inc., company, 1997a Times Mirror Higher Education Group, Inc., company, 1997IRWIN©a Times Mirror Higher Education Group, Inc., company, 1997a Times Mirror Higher Education Group, Inc., company, 1997IRWINThe Needs Assessment ProcessThe Needs Assessment ProcessTraining Pressure PointsPerson Analysis- Is it a training problem?- Who needs training?- Are employees ready for training?Organizational Analysis- Support for training?- Sufficient resources?- Fit with strategic objectives?Task Analysis- identify tasks, skills, knowledge, and behavior©a Times Mirror Higher Education Group, Inc., company, 1997a Times Mirror Higher Education Group, Inc., company, 1997IRWINImplications of Business Strategy for TrainingImplications of Business Strategy for TrainingStrategyHowAchieved Key IssuesTrainingImplicationsConcentrationInternal GrowthExternal Growth(acquisition)Disinvestment- improve quality- current skills- develop work force- team building- cross-training- people skills- on-the-job- global expansion- new products- joint ventures- innovation- creating new jobs & tasks- cultural training- creativity training- communication- technical skills- conflict resolution- acquire firms - integration- redundancy- restructuring- integrate training systems- team building- identify capabilities- cost reduction- redefine goals- sell assets- efficiency - stress management- time management- cross-training- outplacementTraining :Methods & EffectivenessTraining :Methods & EffectivenessAbility / Skill AreasTechnicalDecision-MakingCommunicationConsideration/empathyLeadershipMotivationAppraisal/coachCreativityCoping with changeIntegrityEffort/persistenceCommitmentTechnicalDecision-MakingCommunicationConsideration/empathyLeadershipMotivationAppraisal/coachCreativityCoping with changeIntegrityEffort/persistenceCommitmentTrainabiltyHIGH LOWTraining :Areas & EffectivenessTraining :Areas & EffectivenessAbility / Skill AreasTrainabiltyHIGH LOWXXXXXXXXXXXXTechnicalDecision-MakingCommunicationConsideration/empathyLeadershipMotivationAppraisal/coachCreativityCoping with changeIntegrityEffort/persistenceCommitmentTraining Methods Training Methods 1Presentation Techniques classroom instruction distance learning audiovisual2Hands - on Techniques on-the-job training (OJT) self-directed learning simulations business games, case studies behavior modeling interactive video3Group-based Techniques adventure (wilderness) learning team training action learning1Presentation Techniques classroom instruction distance learning audiovisual2Hands - on Techniques on-the-job training (OJT) self-directed learning simulations business games, case studies behavior modeling interactive video3Group-based Techniques adventure (wilderness) learning team training action learning©a Times Mirror Higher Education Group, Inc., company, 1997a Times Mirror Higher Education Group, Inc., company, 1997IRWINEvaluating Training Programs Evaluating Training Programs •Affective –reaction of trainee to program•Cognitive–knowledge of program content•Skill-based–technical skills or behavior•Results–effect on company performance•Affective –reaction of trainee to program•Cognitive–knowledge of program content•Skill-based–technical skills or behavior•Results–effect on company performance©a Times Mirror Higher Education Group, Inc., company, 1997a Times Mirror Higher Education Group, Inc., company, 1997IRWINFour categories of evaluation include:Training Evaluation Designs Training Evaluation Designs •Pretest / Posttest with control group•Pretest / Posttest•Posttest only•Time series•Pretest / Posttest with control group•Pretest / Posttest•Posttest only•Time series©a Times Mirror Higher Education Group, Inc., company, 1997a Times Mirror Higher Education Group, Inc., company, 1997IRWINPerformanceMeasureLearning TheoryLearning TheoryTimeGrapplingneed for supportI Got It!forcefeedLimitend of training?RemediationDesired LevelMyers - Briggs TypesMyers - Briggs Types1Energy: where people get strength and vitality from–extroverts (e) - interpersonal relationships–introverts (i) - personal thoughts and feelings2Life-Style: tendency to be flexible and adaptable–judging (j) - focus on goals, establish deadlines–perceiving (p) - enjoy surprises, change decisions3Information-gathering: actions taken in decision-making–sensing (s) - gather facts, detail–intuitive (i) - focus on possibilites, idea relationships4Decision-making: amount of consideration for other’s feelings–thinking (t) - objective focus–perceiving (p) - evaluate the impact of decisions on others1Energy: where people get strength and vitality from–extroverts (e) - interpersonal relationships–introverts (i) - personal thoughts and feelings2Life-Style: tendency to be flexible and adaptable–judging (j) - focus on goals, establish deadlines–perceiving (p) - enjoy surprises, change decisions3Information-gathering: actions taken in decision-making–sensing (s) - gather facts, detail–intuitive (i) - focus on possibilites, idea relationships4Decision-making: amount of consideration for other’s feelings–thinking (t) - objective focus–perceiving (p) - evaluate the impact of decisions on others©a Times Mirror Higher Education Group, Inc., company, 1997a Times Mirror Higher Education Group, Inc., company, 1997IRWIN16 personality types based on the following 4 dimensions:Characteristics of Successful Mentoring ProgramsCharacteristics of Successful Mentoring Programs•Participation is voluntary•Matching process is flexible•Mentors are chosen on ability &