Podcast
Questions and Answers
What are the four main components of an Instructional System according to the content?
What are the four main components of an Instructional System according to the content?
What is the purpose of a small pilot test before fully implementing a training program?
What is the purpose of a small pilot test before fully implementing a training program?
validate the program
Employee Orientation (Onboarding) provides basic information about the history of the organization, culture, and the basics of various __________ subjects.
Employee Orientation (Onboarding) provides basic information about the history of the organization, culture, and the basics of various __________ subjects.
HR
Informal Learning involves employees learning primarily from structured classroom sessions.
Informal Learning involves employees learning primarily from structured classroom sessions.
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Match the HR Training and Development Method with its description:
Match the HR Training and Development Method with its description:
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What is one of the key factors in Behavioral Modeling training?
What is one of the key factors in Behavioral Modeling training?
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What could be a possible evaluation criteria for training outcomes?
What could be a possible evaluation criteria for training outcomes?
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Trainee reactions are a good indicator of how well they will perform in their jobs.
Trainee reactions are a good indicator of how well they will perform in their jobs.
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Behavioral Modeling training involves exposure to 'model behavior,' practicing techniques, receiving feedback, and making revisions to ensure ___________.
Behavioral Modeling training involves exposure to 'model behavior,' practicing techniques, receiving feedback, and making revisions to ensure ___________.
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Study Notes
Instructional System
- An instructional system consists of four phases: problem diagnosis, program design, program delivery, and program evaluation.
- A small pilot test may be conducted to validate the program before its full implementation.
- Training and development is a continuous process, and it's essential to revise and adapt to changing goals and situations.
HR Training and Development Methods
- Employee Orientation (Onboarding): provides basic background information, organizational culture, and HR subjects to make the employee feel welcome and start socializing with policies and procedures.
- Job Instruction: the trainer explains the job in sequence, demonstrates, and provides feedback to the trainee.
- Coaching (Understudy Method): the manager provides advice and feedback on the job to improve performance.
- Informal Learning (The Buddy System): employees learn from peers, with up to 80% of job learning happening informally.
- Project Teams (Action Learning): a temporary team works on real projects, and the results are taught to others.
- Mentoring: a figure provides career advice, demonstrates interpersonal and political skills, and monitors the trainee's progress.
- Apprenticeship: involves craft positions, on-the-job training, and a classroom component, lasting 2-5 years.
- Business (Management) Games: simulations of top management decisions, teaching how all functions fit together.
- Case Studies: in-depth descriptions of disguised organizations, allowing trainees to analyze and diagnose problems.
- Discussion Method (Incident Method): short, controversial scenarios spark discussion, and there are no "right answers."
- In-basket Exercises: prioritizing and responding to memos, phone messages, and letters, teaching time management and problem-solving.
- Sensitivity Training (T-groups): changes interpersonal relationships, using exercises, group analysis, and self-analysis.
- Lecture: an economical way to convey information, but lacks social interaction and individualization.
- Programmed Instruction (Auto Instructional Techniques): self-paced learning, using modules, computer software, and feedback.
- Role Playing: simulations where trainees learn by doing, developing interpersonal skills.
- Behavioral Modeling: trainees observe and practice model behavior, receiving feedback and praise, and transferring to the job.
Common Concerns and Suggestions for Improvement
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A lack of ongoing measurement and revision in training and development programs.
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Evaluation criteria: knowledge acquisition, changing attitudes, problem-solving skills, interpersonal skills, participant acceptance, knowledge retention, and knowledge transfer.
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Big ticket training may lead to talent being poached by competitors.
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Some consultants or trainers may be more interested in delivering their own program than sensing the organization's needs.
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Training should produce improved performance, reinforced by subsequent rewards.
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Efforts should be made to enhance the meaningfulness of programs.
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Human Resource Development Principles:
- Distributed Learning: conducting the program over a long period to allow trainees to digest and apply the material.
- Rewards: trainees should see what's in it for them.
- Feedback: trainees need to know their progress and what mistakes need correction.
- Motivation: trainees must want to learn.
- Transfer: the training should apply to the job activities.
- Opportunity to Practice: trainees should be able to try the techniques they are being taught.### Learning from Multiple Sources
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Increases the likelihood of effective learning by catering to an individual's preferred mode of processing information
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Provides a broad base of support for key points, offering helpful reinforcement
Considering Individual Differences
- Intelligence, motivation, aptitudes, and interests of the trainee should be taken into account
- This approach acknowledges that individuals have unique characteristics that affect their learning process
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Description
Learn about the instructional system and its phases, as well as HR training and development methods such as employee orientation and more.
