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How would one link training programs to organizational needs?
First, they should establish programs that teach what they are designed to teach and teach skills and behaviors that will help the organization achieve its goals.
These programs are created through instructional design which includes
these steps:
-conduct a needs assessment
-ensure readiness for training
-plan a training program
-implement the program
-evaluate the results.
How is the need for training assessed?
Through an organization analysis, person analysis, and task analysis.
What does an organization analysis do in terms of assessing the need for training?
The organization analysis determines the appropriateness of training by evaluating the characteristics of the organization, including its strategy, resources, and management support.
What does a person analysis do in terms of assessing the need for training?
he person analysis determines individuals' needs and readiness for training.
What does a task analysis do in terms of assessing the need for training?
The task analysis identifies the tasks, knowledge, skills, and behaviors that training should emphasize. It is based on examination of the conditions in which tasks are performed, including equipment and environment of the job, time constraints, safety considerations, and performance standards.
How is an employees' readiness for training assessed?
Necessary employee characteristics include ability to learn the subject matter, favorable attitudes toward the training, and motivation to learn. A positive work environment avoids situational constraints such as lack of money and time. In a positive environment, both peers and management support training.
Readiness for training is a combination of employee characteristics and positive work environment that permit training.
How is an effective training program planned?
Planning begins with establishing training objectives, which should define an expected performance or outcome, the desired level of performance, and the conditions under which the performance should occur.
-the planner decides who will provide the training, what topics the training will cover, what training methods to use, and how to evaluate the training.
-training methods selected should be related to the objectives and content of the training program.
-training methods may include presentation methods, hands-on methods, or group-building methods.
What are some widely used training methods?
-Classroom instruction is most widely used and is one of the least expensive and least time-consuming. It allows for group interaction and may include hands-on practice.
-Audiovisual and computer-based training (e-learning) trainees do not have to attend a class, this reduces time and money spent on training. It may be interactive and may provide for group interaction.
-On-the-job training methods give trainees firsthand experiences.
-Business games and case studies Participants would need to come together in one location or collaborate online.
-Team training focuses a team on achievement of a common goal.
What is a simulation?
When used as a training method, a simulation represents a real-life situation, enabling trainees to see the effects of their decisions without dangerous or expensive consequences.
What is behavior modeling?
A training method that gives trainees a chance to observe desired behaviors. This technique can be effective for teaching interpersonal skills.
What are experiential and adventure learning programs?
Training methods that provide an opportunity for group members to interact in challenging circumstances but may exclude members with disabilities.
What is action learning?
A training method that offers relevance, because the training focuses on an actual work-related problem.
How is a successful training program implemented?
Implementation should apply principles of learning and seek transfer of training.
1.communicate learning objectives
2.present information in distinctive and memorable ways
3.help trainees link the subject matter to their jobs.
4.break the info into small chunks.
5.allow for demonstration and/or practice of what has been
learned.
6.Implementation should apply principles of learning and seek transfer of training.
7.use visual images and allow trainees to practice many times
8.ensure that written materials are easy to read
How is the success of a training program evaluated?
-look for transfer of training by measuring whether employees are performing the tasks taught in the training program.
-evaluate training outcomes, such as change in attitude, ability to perform a new skill, and recall of facts or behaviors taught in the training program.
-look for improvement in the organization's outcomes, such as customer satisfaction or sales.
-An economic measure of training success is return on investment.
What are the training methods for employee orientation?
Employee orientation is training designed to prepare employees to perform their job effectively, learn about the organization, and establish work relationships.
An orientation program includes information about the overall company and the department in which the new employee will be working, covering social as well as technical aspects of the job. They can combine several training methods, from printed materials to on-the-job training to e-learning.
What are the training methods for diversity management?
Diversity training is designed to change employee attitudes about diversity and/or develop skills needed to work with a diverse workforce.
Diversity training is most effective if it is part of management's long-term commitment to managing diversity as an opportunity for people to learn from one another and acquire teamwork skills
Training
An organization's planned efforts to help employees acquire job-related knowledge, skills, abilities, and behaviors, with the goal of applying these on the job
Instructional Design
A process of systematically developing training to meet specified needs.
Learning Management System (LMS)
A computer application that automates the administration, development, and delivery of training programs.
Needs Assessment
The process of evaluating the organization, individual employees, and employees' tasks to determine what kinds of training, if any, are necessary.
Organization Analysis
A process for determining the appropriateness of training by evaluating the characteristics of the organization.
Person Analysis
A process for determining individual's' needs and readiness for training.
Task Analysis
The process of identifying and analyzing tasks to be trained for.
Readiness for Training
A combination of employee characteristics and positive work environment that permit training.
E-Learning
Receiving training via the Internet or the organization's intranet.
Internship
On-the-job learning sponsored by an educational institution as a component of an academic program.
Apprenticeship
A work-study training method that teaches job skills through a combination of on-the-job training and classroom training.
On-the-Job Training (OJT)
Training methods in which a person with job experience and skill guides trainees in practicing job skills the workplace.
Electronic Performance Support System (EPSS)
Computer application that provides access to skills training, information, and expert advice as needed.
Simulation
A training method that represents a real-life situation, with trainees making decisions resulting in outcomes
Experiential Programs
Training programs in which participants learn concepts and apply them by simulating behaviors involved and analyzing the activity, connecting it with real-life situations.
Virtual Reality
A computer-based technology that provides an interactive, three-dimensional learning experience.experiential programs
Avatars
Computer depictions of trainees, which the trainees manipulate in an online
role-play.
that mirror what would happen on the job.
Adventure Learning
A teamwork and leadership training program based on the use of challenging, structured outdoor activities.
Action Learning
Training in which teams get an actual problem, work on solving it and commit to an action plan, and are accountable for carrying it out.
Cross-Training
Team training in which team members understand and practice each other's skills so that they are prepared to step in and take another thành viên's place.
Team Leader Training
Training in the skills necessary for effectively leading the organization's teams.
Coordination Training
Team training that teaches the team how to share information and make decisions to obtain the best team performance.
Readability
The difficulty level of written materials.
Transfer of Training
On-the-job use of knowledge, skills, and behaviors learned in training.
Communities of Practice
Groups of employees who work together, learn from each other, and develop a common understanding of how to get work accomplished.
Orientation
Training designed to prepare employees to perform their jobs effectively, learn about their organization, and establish work relationships.
Diversity Training
Training designed to change employee attitudes about diversity and/or develop skills needed to work with a diverse workforce.
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What is the main objective of diversity training programs that focus on attitudes?
What is the objective of diversity training programs that focus on attitudes? To increase participants awareness of cultural, ethic, personal, and physical differences in the workforce.What are the three approaches to diversity training quizlet?
affective states, such as their attitudes toward diversity, motivation, and self-efficacy.. cognitive outcomes, including the knowledge they have about diversity and cognitive skills associated with it.. skill-based outcomes, such as their behaviors and the intentions they have to engage in pro-diversity behaviors..Which work setting is most likely to benefit from team training quizlet?
According to your text, which of the following work settings is most likely to benefit from team training? A military brigade. At All Sizes Auto, managers encourage employees to receive training and praise them when they demonstrate new skills.Which among the following is an example of an on
On-the-job techniques include orientations, job instruction training, lectures, and case studies. Tải thêm tài liệu liên quan đến nội dung bài viết What is the main objective of diversity training programs that focus on behavior quizlet? Giới Tính Trai