HB 307 1st EditionLecture 10 Current lectureThe Scope of Training • Training Effort initiated by an organization to foster learning among its members.Tends to be narrowly focused and oriented toward short-term performance concerns.• DevelopmentEffort that is oriented more toward broadening an individual’s skills for the future responsibilities.Strategic Approach to Training • Four PhasesNeeds assessment based on the firm’s competitive objectivesProgram designImplementationEvaluationPhase 1: Conducting the Needs Assessment • Organization AnalysisAn examination of the environment, strategies, and resources of the organization to determine where training emphasis should be placed.• Task AnalysisThese notes represent a detailed interpretation of the professor’s lecture. GradeBuddy is best used as a supplement to your own notes, not as a substitute.The process of determining what the content of a training program should be on the basis of a study of the tasks and duties involved in the job.• Person AnalysisA determination of the specific individuals who need training.Phase 2: Designing the Training Program • Instructional ObjectivesRepresent the desired outcomes of a training programPerformance-centered objectivesProvide a basis for choosing methods and materials and for selecting the means for assessing whether the instruction will be successful.Trainee Readiness and Motivation • Strategies for Creating a Motivated Training Environment:1. Use positive reinforcement.2. Eliminate threats and punishment.3. Be flexible.4. Have participants set personal goals.5. Design interesting instruction.6. Break down physical and psychological obstacles to learning.Feedback and Reinforcement • Spot RewardsPrograms that award employees “on the spot” when they do something particularly well during training or on the job• Behavior ModificationThe technique that operates on the principle that behavior that is rewarded, or positively reinforced, is repeated more frequently, whereas behavior that is penalized or unrewarded will decrease in frequency.Training Methods for Non-managerial Employees1. On-the-Job Training (OJT) - Method by which employees are given hands-on experience with instructions from their supervisor or other trainer.2. Apprenticeship (internship) Training - Are jointly sponsored by colleges, universities, and other organizations that offer students the opportunity to gain real-life experience while allowing them to find out how they will perform in work organizations.3. Classroom Instruction - Enables the maximum number of trainees to be handled by the minimum number of instructors.4. Programmed Instruction - Self-directed learning—use of books, manuals, or computers to break down subject matter content into highly organized, logical sequences that demand continuous response on the part of the trainee.5. Audiovisual Methods - Video recordings, CDs and DVDs, Teleconferencing and videoconferencing, Web conferencing, webinars, and podcasts, Communities of practice,blogs, and wikis6. Simulation Method - The simulation method emphasizes realism in equipment and its operation at minimum cost and maximum safety.7. E-Learning - Learning that takes place via web and computer-based training (CBT), slows firm to bring training to employees and customize