Training and Development 02 PDF

# Training and Development 02 ## Important Terms - **Small and medium-sized enterprises**: Small and Medium Enterprises (SMEs) are businesses with relatively low revenue, fewer employees, and fewer assets compared to larger corporations. They are independently owned and operated, agile, and play...

# Training and Development 02 ## Important Terms - **Small and medium-sized enterprises**: Small and Medium Enterprises (SMEs) are businesses with relatively low revenue, fewer employees, and fewer assets compared to larger corporations. They are independently owned and operated, agile, and play a crucial role in job creation, innovation, and economic growth. - **Job rotation**: Job rotation is a practice where employees are moved through different roles or positions within an organization over a certain period of time. This strategy aims to provide employees with a broader understanding of the organization, develop their skills and competencies, prevent monotony, and increase job satisfaction. In short, it involves periodically switching employees between different tasks, departments, or functions to enhance their overall capabilities and engagement. - **Job enrichment**: is a method used by organizations to enhance employees' job roles by providing them with more challenging and meaningful tasks. It involves adding tasks that require higher skill levels, greater autonomy, and increased responsibility to existing job roles. This approach aims to increase employee motivation, satisfaction, and engagement by offering opportunities for personal growth and development within their current positions. In short, job enrichment seeks to make jobs more fulfilling and rewarding by adding depth, variety, and autonomy to the tasks performed. - **Job enlargement**: is a strategy employed by organizations to expand the scope of an employee's job by adding tasks at the same level of skill and responsibility. Unlike job enrichment, which focuses on adding tasks that require higher skill levels and autonomy, job enlargement involves increasing the variety of tasks within the same job role. This approach aims to prevent monotony, enhance job satisfaction, and provide employees with a greater sense of purpose by allowing them to perform a wider range of duties. In short, job enlargement broadens the scope of a job by adding more tasks of similar complexity and skill level. ## Evaluation: Did the training work? "Evaluation is a piece of research to see whether or not the program had its intended effects." The evaluation process has the following steps: 1. **Develop criteria**: Training Criteria are the standards for comparison so that it can be determined if training has been effective. - **Training-Level criteria (What person learned):** It is concerned with what people are able to do at the end of training in the training environment itself rather than on the job. - **Performance-Level criteria (Effects of training on job):** It is concerned with transfer of training, that is, people's performance on the job rather than in the training session. 2. **Choose design**: A design is the structure of the evaluation study that specifies how data are collected. - Training Criteria decides what type of design can be used. Example: For reaction criteria, a feasible design would include assessing only the training participants right at the end of training. - **Two popular evaluation designs are:** - **Pretest-Posttest Design**: Assesses the trainees before and after training. - **Control Group Design**: Compares trainees with a group of employees who have not been trained. 3. **Choosing Measures of Criteria**: Deciding how to measure the chosen criteria. - Training Criteria decides what type of measures can be used to assess it. - **Example**: - Reaction criteria requires a questionnaire. - Learning criteria requires a test at the end of training. - Performance criteria requires measurement of the trainee's behavior or performance on the job. 4. **Collecting Data**: There are many problems that may be faced in collecting data for measurement of criteria, the most common one is that people are not always cooperative. 5. **Data Analysis and Interpretation**: - Data from evaluation studies are analyzed with inferential statistics. - In Pretest-Posttest design, statistics indicate how much trainees changed from pretest to posttest. - In Control Group study, statistics indicate how much difference there is between the trained and untrained employees. - In both cases, the t-test is to be used. ## Remember! - Training should be evaluated at both performance and training levels. - Pilot test should be done before implementing the training program organization wide.