18 Questions
What type of skill plans focus on skills used across multiple jobs?
Horizontal Skill Plans
What type of training allows employees to choose from various programs and complete them at their own pace?
Distance Learning
Which method of training involves employees learning by watching how other employees perform or model a behavior?
Modeling (Social learning)
What type of training rewards employees for learning specialized skills?
Depth Skill Plans
Which training method involves practicing interpersonal skills through role play?
Classroom Training
What is a characteristic of Programmed Instruction that makes it effective?
Learning is self-paced
What differentiates the various methods of research designs for evaluations?
Practicality and experimental rigor
When is a pre-test typically taken in the context of training programs?
Before the training commences
Which aspect determines the extent to which employees can actually use the learned material?
Application of training
What does Content Validity evaluation involve comparing training content with?
Job requirements
How is Business Impact determined in the context of training evaluation?
By considering whether training goals were achieved
What is the primary focus when considering Return on Investment in training evaluation?
Cost-effectiveness of the training program
What is the main purpose of conducting a task analysis in determining training needs?
To identify the competencies needed to perform tasks under specific conditions
Which analysis focuses on determining which employees need training and in which specific areas?
Person Analysis
In designing a training program, why is it important for goals and objectives to be obtainable?
To align with the time and resources allocated for training
What is the primary focus of an organizational analysis in relation to training needs?
Identifying organizational factors that impact training effectiveness
Why is ensuring transfer of training important in the evaluation of training results?
To determine if employees have applied what they learned on the job
How does conducting on-the-job training differ from classroom training?
On-the-job training occurs at the workplace, while classroom training is off-site.
Study Notes
Determining Training Needs
- Organizational Analysis: identify organizational factors that affect training effectiveness
- Task Analysis: identify tasks, conditions, and competencies needed for each job
- Person Analysis: determine which employees need training and in what areas
Developing a Training Program
- Establishing Goals and Objectives: must be obtainable with allocated time and resources
- Motivating Employees: use Vertical, Horizontal, Depth, and Basic Skill Plans
- Choose the Best Training Method: consider various methods and their suitability
Conducting Classroom Training
- Initial Decisions: decide on trainers, training methods, and materials
- Preparing for Classroom Training: consider audience size, demographics, and ability
- Delivering the Training Program: use icebreakers, presentations, case studies, and simulation exercises
- Practicing Interpersonal Skills: through role play and behavior modeling
Providing Training through Distance Learning
- Programmed Instruction: self-paced, active learning, and info in small chunks
- Computer-Based Training or Web-based Programmed Instructions: e-learning with various programs
- Instructions: employees choose programs on-site or online and complete at their own pace
Conducting On-The-Job Training
- Learning by Modeling Others: employees learn by observing others
- Learning through Job Rotation: employees perform different jobs within the organization
- Learning through Apprentice Training: learning a valuable trade with expert guidance
- Learning through Coaching and Mentoring: coaching takes two forms - experienced employees and professional coaches
Ensuring Transfer of Training
- The more similar the training situation is to the actual job situation, the more effective training will be
- Have trainees practice the desired behavior as much as possible
- Overlearning: practicing a task even after it has been successfully learned
- Practice many different situations as possible
Evaluation of Training Results
- Evaluation Criteria: Content Validity, Employee Reactions, Employee Learning, Application of Training, Business Impact, and Return on Investment
- Research Designs for Evaluations: practicality and experimental rigor
- Pre-test, Training, Post-test: a simple and practical research design
Test your knowledge of designing and evaluating training systems in the field of Industrial and Organizational Psychology with this quiz based on Chapter VIII. Topics covered include determining training needs, developing training programs, conducting various types of training, ensuring transfer of training, and evaluating training results.
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