Transcript Why training is important

Why training is important
1.
Organizations with superior training often prevail over
organizations with poor training, all else bring equal.
2.
To become good at anything takes training and practice.
3.
Training is a principal method for adapting an organization’s
workforce to a changing environment.
4.
Advanced economies in the twenty first century are based on
sophisticated human skills that can only be acquired through
extrnsive training.
Some Functions of Organizational
Training Programs
6. Fosters communication
7. Skill building
8. Sends signals about management’s
priorities
9. Develops team spirit and teamwork
10. Socialization
11. Generates new ideas
LEARNING
A process by which an individual’s pattern of
behavior, knowledge, or attitudes is
changed by experience.
TRAINING
The systematic acquisition and maintenance
of skills and task-specific knowledge.
EDUCATION
The systematic acquisition of abilities,
general knowledge, and attitudes.
DEVELOPMENT
A systematic, long-term process of
education, training, on-the-job
experiences, and socialization to prepare
an individual to fulfill an upper-level role
in an organization.
Skill
Behaviors or mental operations related to the performance of a task or set of
related tasks.
Ability
Behaviors or mental operations useful for adapting to a variety of environmental
demands.
Aptitude
A hypothetical construct signifying the potential to learn a skill.
KNOWLEDGE
Symbolic representations in the mind that can
be recalled.
Developing a Training Program
1. Conduct a needs analysis
2. Design training using principles of learning
3. Use training methods that are most
appropriate for the type of skills to be learned
4. Teach best-practice skill techniques
5. Structure supportive learning environment
6. Evaluate
Training Needs Analysis
Training needs analysis is…
An assessment of the training requirements
for an organization, job, or individual.
Organization Analysis
• Organizational values
• Long and short term goals
• Desired behaviors and attitudes
• Where training is needed
Teaching Brotherly Love:
Philadelphia offers taxi drivers training on
civic pride and customer service. Last
week, it started briefing graduates on
coming conventions – just in time for the
arrival of 7,000 Mennonites for their
church convention. The Pennsylvania
Public Utility Commission considers
requiring the training of all cabbies.
-Wall Street Journal, August 3, 1993, p. A-1.
Task Analysis
Analyze job into component tasks
Determine the importance of the tasks to
effective job performance
Determine what job encumbents must do to
perform the job well
Person Analysis
• Who needs training?
• In what areas do they need training?
• Sources of information to determine a
person’s training needs
- formal performance
appraisal
- self appraisal
- peer appraisal
Some Reasons Why Needs
Analysis Is Not Done
1.
Managers do not know what they want
2.
Lack of a strong value orientation
3.
Lack of priorities
4.
Determining one’s values, objectives, and goals is hard work
5.
Changing environment
6.
Conflict over values, objectives, and goals
7.
It may be politically expedient to be vague
Why Needs Analysis is Not
Always a Good Idea
• Minimizes variation of skills
• Is a top-down approach to knowing what
is best to do
- Over-planned and centralized
- over-reliance on experts
- Time consuming, slow, and can be
unresponsive to fast-paced change
Alternatives to Needs-Based
Training
• Allow employees select a percentage (40%) of
training programs of their own choice
- you never know what skills will be useful
- people usually have a good idea of their own
strengths and limitations
• Be tolerant of fads
- new information
- imitation isn’t always a bad thing
Principles of Learning
Psychological principles, derived from
research, which suggest the optimal
conditions for learning.
Some Principles of Learning
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Motivation to learn
Ability to learn
Practice
Knowledge of results
Meaningfulness of material
Over learning
Low-tech Training Methods
 What learning outcomes can each produce?
 What are the pros and cons of each?
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Lecture
Behavior
Role playing
Experiential groups
Case studies
Simulations
Guided trial and error
Internships
On-the-job training
High Technology Training
Methods
 What learning outcomes can each produce?
 What are the pros and cons of each?
• Video and cassette tapes
• CD (computer) courses and modules
• Web courses and modules
• Interactive TV (ITV)
• Virtual reality
Training and the World’s
Best Runners
Which country dominates long distance
running?
• Since 1968___________ has taken at least one
gold medal in men’s middle and long distance
events in each Olympic Game; it has also taken 14
silver and eight bronze medals.
• How high tech are this country’s training methods?
Training and the World’s
Best Baseball Players
• Which country has produced more professional
and major league baseball players than any
country, apart from the United States?
• Which country has produced proportionately
more players than any country, including the
United States?
• How high tech are this country’s training
methods?
Dear fellow-artist, why so free
with every sort of company,
With every Jack and Jill?
Choose your companions from the best;
Who draws a bucket with the rest,
Soon topples down the hill . . .
And I may dine at journey’s end
With Landor and with Donne.
-W. B. Yeats
The surest and fastest way to
Improve is by playing
With better players.
Faye Young Miller and Wayne Coffey (Winning Basketball
For Girls)
Situated Learning
• Learning is a social phenomenon
• Apprenticeship model
 Moving from peripheral to full legitimate participation
 Learning from old timers
• Importance of identity development in learning
• Social context facilitates:
 Motivation, skills, feedback
The Development of
Expertise
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The 10-year rule
Deliberate practice
Frequent, intensive practice
Rest and recuperation
Initial abilities make little difference
Practice changes abilities and physiology
Practice as the key to skill development makes
evolutionary sense
Training: The Bottom Line
• “You play the way you practice.”
John Wooden (Former UCLA basketball coach)
• If you want to acquire a skill and become
skillful, you have to practice – a lot.
Skill Development
Time
Deliberate
Practice
Skill
Structure
Criteria for Evaluating
Training Programs
Reactions
Knowledge
Behavior
Results
Attitudes and Values
Evaluating Training
Programs
Think multidimensionally –
Training programs usually have
Multiple effects
To what extent are criteria:
Compatible
Independent
Contradictory
Evaluation Designs
1. Group
T1 X T2
2. Experimental Group (R)
Control Group (R)
T1 X T2
T1 X T2
3. Group T1 T2 T3 T4 T5 T6 T7 T8
Additional Considerations
In Training Evaluation
One-shot evaluation vs.
constant vigilance and
evolution
Critical mass of training
When should criteria be measured
Multiple and latent functions of training
Training Recapitulation
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The importance of training
Needs analysis
Conditions for training
Principles of learning
Learning environments
Training techniques
Training implementation
Cross-cultural training
Training evaluation