5 - Training Flashcards
training
becoming more strategy, blurring the difference b/w training + development
- investment in employees
- fulfillment of psychological contract
reasons why companies often lose money on training
training is:
- poorly designed
- not linked to a performance problem or business strategy
- not properly evaluated at the end (outcomes)
training design
- needs assessment
- ensuring employees’ readiness for training
- creating a learning environment
- ensuring a transfer of training
- selecting training methods
- evaluating training design
- needs assessment
3 levels of analysis:
- organizational
- tasks
- person
- ensuring employees’ readiness for training
- self-efficacy
- benefits of training
- awareness of training needs, career interests + goals
- basic skills
- learning goal orientation
current trend in HRM - training
training will continue to become more strategic ( aligned w/ organizational goals) = distinction b/w training and development is blurred
- creating a learning environment
understanding objectives + outcomes
meaningful content
opportunities for practice
feedback
active + social learning
coordination + administration
- build climate for transfer of training
manager support
peer support
opportunity to use learned capability
technological support
self-management skills
HR practices that sustain + support the training
- selection training methods
presentation methods
hands-on methods
group methods
presentation methods
trainees = passive recipients of info
+ easy and fast to deploy
+ distance learning
+ accommodate wide range of audience sizes
- less engaging
hands-on methods - OTJ
trainees = actively involved in learning
+ less investment and time (existing manager)
- if unstructured, bad work habits can be passed on or ineffective training
-> structure is super important !!
hands-on methods - apprenticeship
OTJ + classroom training
+ one-on-one
+ learners earn pay
+ skills closely aligned to org. needs
- interpersonal conflict b/w trainees + trainers
- limited access for women + minorities
- specialization may be obselete
hands-on methods - simulations
+ well-suited for dangerous or costly learning
+ repeated practice
+ immediate feedback
- costly
- potential equipment malfunction
- dehumanizing effect on subject
hands-on methods - business games + case studies
+ low risk
+ low cost
+ train many learners simultaneously
- requires compelling + authentic material
hands-on methods - role play
+ opportunity to apply content
- no real consequence
- might be too stressful for some
