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
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