MOS 1021A exam 2

Lecture 4 Training ● Process of teaching employees the basic knowledge, skills, and behaviours they need to be successful in the workplace ● Can be job specific or general Benefits ● Better job performance ● Fewer accidents and injuries ● Enhanced employer brand Negligent training ● Employer fails to train adequate ● Actions of poorly trained employees result in injuries or loss to a third party. ● Ex. cutter vs town of Farmington Training program development Training needs analysis Training analysis ● Process of determining the training that needs to be completed so that employees can do their job well. Organizational analysis ● Establish a training contest by examining... ● Strategic goals of the organization ● Organizational training climate ● Barriers to training Person Analysis ● Identifies who will receive the training ● Clarifies trainees' existing level of knowledge ● Examines characteristics of trainees Task analysis ● The job consists of numerous tasks... Examples ● Administering medication ● Performing surgical procedures ● Supervising trainee doctor ● Maintaining medical records Identifies key job-related tasks ● Determine performance standard (measurable) -frequency (how often) -Skills and knowledge required -conditions under which a task is performed (high speed, high pressure..)

Traditional Training Techniques Classroom Training ● Typically instructor leading group in lecture style lesson ● Effective for large groups ● Loss of productivity ● Slower feedback ● Blended learning for higher management (combining classroom training with added online component) On the job training ● Trainee practises job skills at workplace under guidance ● Regular feedback ● Not taxing on resources ● Trainees can be productive ● Mentors may be ineffective Adventure-Based Learning ● Involves participating in challenging, structured physical activities ● Effective for team-based and managerial jobs ● Cooperation, teamwork, trust, communication, problem-solving, conflict management, leadership ● Very taxing on time and resources ● Loss of productivity Technology enables learning E-learning ● Web-based or computer-based ● Typically less expensive than classroom training ● Consistent (multi-regional organizational benefit) ● Very dependent on learner motivation Simulations ● Place trainees in situations similar to those encountered on the job ● Give people experience before starting the job ● ex) a new pilot, NASA neutral buoyancy laboratory ● Expensive to develop and maintain ● Trainees tend to react very well to this type of training. Validation ● Pilot-test the program (test to ensure it is successful and efficient)

● Administer to representative sample of trainees ● Assess whether training objectives have been met. Step 4: Implementation ● Implement the training within organization ● Aiming to maximise transfer of training -Similarity of training situations to job situation -opportunities to practise what is learned -frequent feedback. Step 5: Evaluation ● Kirkpatrick's training evaluation, 4 levels ( EXAM) ● 1 Reactions or feelings of trainees about the training ● 2 Assess how well trainees learned what they were supposed to learn ● Commonly evaluated through tests ● 3 Changest in performance exhibited on the job as a result of the training ● Measured through observations and interviews ● 4 results) asses organization benefits that stem from training ● Ex increased sales, increased customer satisfaction, better products Performance Management: What is it? ● System that defines, measures, and develops the performance of the workforce within the organization ● Aligns employees' activities with overall strategy of an organizations ● Benefits both employees and the organization The performance management process 1) Organizational goals- Financial outcomes that the organization hopes to achieve 2) Employee objectives- translate organizational goals into measurable and time-bound employee objectives 3) Monitoring and supporting - offering supports, frequent feedback, additional training etc. 4) Evaluation- Asses degree to which objectives were kept and set new objectives. Discussion-based, not criticism. 5) Consequences- Meaningful consequences administered if applicable Benefits of performance management systems ● Strategic- aligns employee efforts and organizational goals ● Administrative- informs administrative decision-making ● Developmental- help employees to improve and grow. Performance Appraisal Alternation ranking method