I/O Psychology Reviewer PDF

I/O Psychology Reviewer CH8: Training and Development Aimed at developing relationships, often for the purpose of improving Training leadership skills...

I/O Psychology Reviewer CH8: Training and Development Aimed at developing relationships, often for the purpose of improving Training leadership skills Systematic acquisition of skills, rules. More general and non-tangible than Concepts or attitudes that result in specific improved performance The Purpose of Development Planned effort by an organization to facilitate the learning of job-related More productive management and behavior on the part of its employees leadership come from the better educated and informed managers Short term process Research has shown that the Requires guidance (or instruction) in performance of managers can be a series of steps to gain a skill or set improved through better knowledge, of predictable knowledge changing attitude, increased Often for non-leadership related capability and skills activities The purpose of the development is to Not all employees need training improve leadership effectiveness through planned and structural Readiness: refers to whether or not learning the experience of trainees has made the receptive to training they will A planned approach to developing receive managers and leaders will enable the growth of the managers Purpose of Training It will also provide for the future To provide the ability to undertake a needs of the business or organization task or job To improve productivity and workforce flexibility Determining Training Needs To improve safety and quality Need Analysis To develop the capability of the First step in developing an workforce employee training system Development To determine the types of training that are needed in an More long term in nature organization Often include education in The extent to which training is philosophical and theoretical a practical means of achieving concepts an organization’s goal Totoy* I/O Psychology Reviewer Organizational Analysis trainer. Their role involves designing, delivering, and evaluating training To determine those programs tailored to the needs of the organizational factors that organization's employees. They focus either facilitates or inhibits on enhancing skills, knowledge, and training effectiveness performance relevant to the Task Analysis organization's goals and often work closely with various departments to determine how employees address specific training needs. learn to perform each task or obtain each competency 2. External trainers are professionals hired from outside an organization to Person Analysis provide specialized training and Determining which development programs. Unlike in- employees need training and house trainers, they typically do not in which areas have a permanent role within the organization and are brought in for Person analysis uses their expertise in a specific area or performance appraisal scores, subject matter. surveys, interviews, skill and knowledge test or critical 3. Case Study involves a thorough incidents examination of a specific case or a small number of cases, often within Developing a Training Program their real-life context. Case studies Skilled-based or knowledge-based are widely used in various fields, pay – an employee participates in including business, education, social training program that is designed to sciences, and healthcare. increase a particular skill: an 4. Living cases refer to real-time or real- employee needs either to be promoted world scenarios used in training or or receive a pay raise educational contexts to illustrate and analyze complex situations. Unlike static case studies that are based on past events, living cases are dynamic and current, often involving ongoing issues or evolving situations. They provide participants with the opportunity to engage with and respond to real-life challenges as they unfold. 1. In-house trainer is a professional who provides training and 5. Simulation is a technique used to development programs within a replicate or model real-world specific organization rather than processes, systems, or situations to working as an external consultant or study their behavior, test hypotheses, Totoy* I/O Psychology Reviewer or train individuals. It involves hands-on experience in a specific creating a controlled environment that field or discipline. Practicums are mimics the conditions of a real-life designed to bridge the gap between scenario, allowing participants to classroom learning and professional interact with and explore various practice. outcomes and responses. 10. An internship is a structured work 6. Role play is a training or educational experience program that provides technique where individuals act out individuals, typically students or specific roles or scenarios to explore recent graduates, with practical behaviors, practice skills, or experience in a professional field. understand different perspectives. It Internships are designed to help involves participants assuming individuals gain hands-on experience, particular roles and engaging in develop skills, and explore career simulated interactions or situations to options while working in a real-world gain insights or improve their environment. abilities. 11. Just-in-time (JIT) training is a 7. Behavior modeling is a training and learning approach where training is learning technique where individuals delivered precisely when it is needed, observe and imitate desired behaviors rather than in advance or as part of a to acquire new skills or improve scheduled program. This method existing ones. It is based on the focuses on providing relevant principle that people learn effectively information and skills at the moment by watching others and then they are required, enhancing replicating their actions. This immediate application and efficiency. technique is often used in various 12. Team building refers to a variety training programs and educational of activities, strategies, and settings. exercises designed to improve 8. On-the-job training (OJT) is a teamwork, communication, and method of training where employees collaboration among members of a learn new skills or knowledge while group or organization. The goal is to performing their actual job tasks. enhance team dynamics, boost This type of training occurs in the morale, and increase overall workplace, allowing employees to effectiveness. gain hands-on experience and apply Distance Learning what they learn in real-time. Allow employees to learn material at their 9. A practicum is a type of experiential own pace at a time that is convenient to learning opportunity that allows them individuals to apply theoretical knowledge in a real-world setting. It Programmed Instruction – offered is often part of academic or through books or through e-learning, professional programs and provides Totoy*  I/O Psychology Reviewer effective because it take advantage of space and at the time and place of several important learning principles their choosing Computer-based Training (CBT) and E- Synchronous – employees complete Learning (Web Based) – employees can the training at the same time and the choose from the variety of training programs same place although they may be in offered on-site, through the internet or differential physical locations through an organizations intranet and Webinars, webcasts and complete the training program at their own teleconference are common pace. method Interactive Video – employees see a Learning Management System videotaped situation on television computer screen or Ipod and at the end od each A combination of e-learning situation, employee choose their response to techniques, employee assessment the situation and the computer select a video tools and other training functions that show what would happen based on the which helps managers assess the skill employee’s response of employees, register them for courses, deliver interactive learning Teleconference – trainees are sent modules, etc powerpoint presentation that they view on their computer while the trainer conducts the Modeling audio portion of the training over the phone Virtually important method of Blogs and wikis – rather than waiting for an learning for training in organizations; annual conference or scheduled training employees learn by watching how program, employees can ask question, get other employee perform, or model, a immediate answer, post opinion and share behavior information with others in similar field. 1. attention to the behavior of other Webinar (We-Based Seminar) and employees Webcast 2. retain information that is being Training Programs transmitted over the modeled web 3. reproduce the behavior that is seen Webinar: short for web seminar and interactive training method in which Job Rotation training is transmitted over the internet An employee performs several different jobs within an organization Webcasts: involve one-way communication from the trainer Commonly used to train non- Categories of Distance Learning managerial employees Asynchronous – employees Greater flexibility in replacing absent complete the training at their own workers Increases employee awareness Totoy* I/O Psychology Reviewer Improves job satisfaction weaknesses; set goals and solve problems Employee is given the same number of tasks to do at one time but the task Mentoring change from time to time A veteran in the organization who Cross-Training – increased use of takes a special interest in new work teams is making job rotation; employee and help him not only to training employees to do multiple job adjust with the job but also to advance in the organization Apprentice Training – an individual usually takes 144 hours of formal Mentoring is less formal than class work each year and works with coaching an expert for several year to learn a Mentor – an experienced employee particular trade and perhaps become who advisees and looks out for a new eligible to join a trade union; usually employee formal agreement between labor and management Good mentors can be difficult to find Coaching A method of training in which a new Transfer of Training employee receives on-the-job guidance from an experienced The more similar the training employee situation is to the actual job situation, the more effective training will be, Experienced employee working with practice the desired behavior as much new employees “show the kid the as possible rope” Overlearning – practicing a task Not all employees are good coaches even after it has been successfully learned Coaching can lower the coach productivity Principles of Learning Pass-through-programs – Material presented should be experienced workers are temporarily presented in a meaningful manner as assigned to the training department; much as possible workers are taught training techniques and then spend several People learn at different rates in months training new employees different ways before resuming their old jobs Distributed learning has been found out to result in faster learning and Professional Coaches who work with all employees or corporate longer retention coaches – hired to coach an Individual taught to operate machines employee, usually a manager. It help should have the opportunity to employees identify their strength and practice it through active practice. Totoy* I/O Psychology Reviewer Evaluation of Training Results Pretest Posttest Employee Reactions – involves asking employees if they enjoyed the training and learned from the training. Application of Training – the extent to which employees can use the learned materials; measure through supervisor’s ratings or through the use of secret shoppers. Business Impact – determined by evaluating whether the goal of training were met Return of Investment (ROI) or Bottom-line measure – after accounting for the cost of the training did the organization actually save money (e.g. if we spent 100,000.00 training employees, how much more revenue was brought in as a result of training?) Totoy*