Mgmt 450Exam # 2 Study Guide Chapter 7: Training EmployeesTraining Evaluation Level 3- Use of new learning in on-the-job behavior (TRANSFER)- Transfer: trying to make training as close to actual workplace = higher transfer- Give people multiple opportunities to learn POTENTIAL TEST QUESTION: Does ROI get affected by turnover? Answer: YesPOTENTIAL TEST QUESTION: What’s the most common way of evaluating whether training was effective or not? Answer: “Course evaluation” survey Training linked to Organizational Needs:- Instructional design: a process systematically developing training to meet specific needso Assess needs for trainingo Ensure readiness for trainingo Plan training program Objectives Trainers Methodso Implement training program Principles of learning Transfer of trainingo Evaluate results of training- Learning management system (LMS): a computer application that automates the administration, development, and delivery of training programso Can make training more widely available and reduce travel and other costs by providing online trainingNeeds Assessment:- The process of evaluating the organization, individual employees, and employees’ tasks to determine what kinds of training, if any, are necessaryo Organization: what is the context in which training will occur?o Person: who needs training?o Task: what subjects should the training cover?- Answer to these questions provide the basis for planning an effective training program- Organizational analysis: a process for determining the appropriateness of training by evaluating the characteristics of the organizationo Training needs will vary depending on whether the organization’s strategy is based on growing or shrinking personnel, whether it is seeking to serve a broad base or focusing on the specific needs of a narrow market segment, and various other strategic scenarios- Person analysis: a process for determining individuals’ needs and readiness for trainingo Do performance deficiencies result from a lack of knowledge, skill, or ability?o Who needs training?o Are these employees ready for training?o These questions help managers identify whether training is appropriate and which employees need training- Task analysis: the process of identifying and analyzing tasks to be trained foro Training s most needed for tasks that are important, frequent, and at least moderately difficulto For each of these tasks, the analysts must identify the knowledge, skills, and abilities required to perform the taskReadiness for Training:- A combination of employee characteristics and positive work environment that permit training- Employee readiness characteristics: the extent to which the employee is willing and able to be trained and learn- Work environment: readiness for training also depends on two broad characteristics of the workenvironment; situational constraints and social supporto Situational constraints: limits on the training’s effectiveness that arise from the situation or the conditions within the organization (lack of money for training, lack of time for training)o Social support: refers to the ways the organization’s people encourage training, includinggiving trainees praise and encouraging words, sharing information about participating in training programs, and expressing positive attitudes toward the organizations training programsPlanning the Training Program:- Objectives of the program: a training program based on clear objectives will be more focused and more likely to succeed.o When trainers know the objectives they can communicate them to the employees participating in the programo Employees learn best when they know what the training is supposed to accomplisho Effective training objectives: Include a statement of what the employee is expected to do, the quality or level of performance that is acceptable, and conditions under which the employee is to apply what he or she learned Include performance standards that are measurable Identify the resources needed to carry out the desired performance or outcome- In-House or Contracted Out?: an organization determines whether they have the capabilities to perform in-house training, or need to contract-out the training programo To select a training service, an organization can mail several vendors a request for proposal (RFP) outlining what they are looking for Companies then reply to these proposals outlining what they have to offer and then original company selects program best suited for their objectives- Choice of Training Methods: whether the organization prepares its own training programs or buys training from other organizations, it is important to verify that the content of the training relates directly to the training objectivesTraining Methods:- Classroom Instruction: typically involves a trainer lecturing a group, trainers often supplement lectures with slides, discussions, case studies, question-and-answer sessions, and role playing- Audiovisual training: presentation methods not require trainees to attend a classo Trainees can also word independently, using course material in workbooks, on DVDs, or on the Interneto Audiovisual techniques such as overhead transparencies, PowerPoint, or other presentation software can replace classroom instruction- Computer-based training: participants receive course materials and instruction distributed over the internet or on CD-ROMo Less expensive than putting an instructor in a classroom on traineeso E-learning: receiving training via the internet or the organization’s intraneto Electronic performance support systems (EPSSs): computer application that provides access to skills, training, information, and expert advice as needed- On-the-job training (OJT): training methods in which a person with the job experience and skill guides trainees in practicing job skills at the workplaceo Apprenticeship: a work-study training method that teaches job skills through a combination of on-the-job training and classroom trainingo Internship: on-the-job learning sponsored by an educational institution as a component of an academic program- Simulations: a training method that represents a real-life situation, with trainees making decisions resulting in outcomes that mirror what would happen on the jobo Avatars: computer depictions of trainees, which the trainees manipulate in an online role-playo Virtual reality: a computer-based technology that provides an interactive, three-dimensional learning