2. Outline
Training & Development
Training Cycle
Step 1: Needs Analysis (Needs Assessment)
Step 2: Design & Develop Training Program
Step 3: Deliver the Training
Step 4: Training Evaluation
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3. Training & Development
What is training? What is development?
Training: enhances the capabilities of an employee to
perform his or her current job
Focuses on the current job
Examples for a bank teller:
Training program to correctly identify counterfeit currency
Training program in the bank’s new computer system used by
tellers to process customer’s transactions
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4. Training & Development
Development: enhances the capabilities of an
employee to be ready to perform possible future jobs
Focuses on future jobs
Developmental education programs
Examples for a bank teller:
Bank sends the teller to a day-long workshop on “Emerging
Issues in Finance & Banking”
Bank pays for the employee to get his or her MBA degree
Developmental job experiences
Examples: job rotation or job enlargement
Developmental interpersonal relationships
Example: mentoring
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6. Step 1: Needs Analysis/Assessment
Goal of needs analysis: Identify training needs
Needs Analysis:
3 Levels of Needs Analysis:
Organizational analysis
Job and task analysis
Individual analysis
Training Objectives
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7. Needs Analysis
3 Levels of Needs Analysis:
Organizational analysis: What are the training needs of the
organization?
What training will support the organization’s strategy?
Example: Internal growth strategy (growth from new products or
new markets) would be supported by training in:
Creative thinking
New product development
Understanding & evaluating potential new markets
Technical competence in jobs
Example: What are the training needs for other strategies?
Low-cost leadership, focused (niche) concentration, external
growth (mergers & acquisitions), downsizing & divesting
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8. Needs Analysis
3 Levels of Needs Analysis (more):
Organizational analysis (more)
What training will support the organization’s culture, goals,
& priorities?
Some organization’s emphasize training more than others
Learning organization: use training linked to strategic goals
as a source of competitive advantage
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9. Needs Analysis
3 Levels of Needs Analysis (more):
Organizational analysis (more)
Use benchmarks of organizational health & success to identify
training needs
General examples:
Headcount
Productivity
Costs
Quality
Specific examples for an airline:
On-time rates
Lost baggage rates
Employee injury rates
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10. Needs Analysis
3 Levels of Needs Analysis (more):
Job and task analysis: What are the training needs of
each job in the organization?
Examine the job descriptions:
What tasks & duties are performed by each job?
For each task:
Do new hires already know how to perform the task or will
they have to be trained? (Helps to identify training needs)
What are the consequences of performing the task
incorrectly? (Helps to set training priorities)
Can the task be learned on the job, or should it be taught
off the job? (Helps to identify training methods)
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11. Needs Analysis
3 Levels of Needs Analysis (more):
Individual analysis: What are the training needs of each
individual employee in the organization?
Examine each employee’s performance appraisal
Do certain employees, or groups of employees, have job
performance that might be improved by training that is cost-
effective?
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12. Needs Analysis
Training Objectives: Use the 3 levels of needs analysis
to establish the training objectives for the training
program
Training objectives answer the question: What will
employees be able to do as a consequence of the
training?
Make the training objectives specific, concrete, & measurable
Example for a bank teller training program in detecting
counterfeit currency:
Identify counterfeit currency correctly 100% of the time
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14. Step 2: Design & Develop Training
Program
3 Stages of Learning: Design the training program to
move employees up to Stage 3
Stage 1: Declarative knowledge (cognitive phase)
Learn facts & concepts
High demands on memory & attention
Performance is slow & halting
Errors are common
Stage 2: Knowledge compilation (associative phase)
Performance begins to improve
Reduced concentration is required
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15. Design & Develop Training
Program
3 Stages of Learning (more):
Stage 3: Procedural knowledge (autonomous phase)
Performance becomes automatic
Performance is fluid & correct
Little conscious concentration is required
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16. Design & Develop Training
Program
Training Methods: decide which training method to use
On-the-job training (OJT): training is at the actual work site
using the actual work equipment
Advantages:
The training setting and the work setting are the same
May reduce costs: avoid the cost of a separate training facility
Enhances trainee motivation: job-relevancy of training is more
obvious to the trainees
Disadvantages:
May be disruptive to normal operations
May have more distractions that interfere with learning
May have safety concerns
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17. Design & Develop Training
Program
Training Methods (more):
Off-the-job training: training takes place off the job at a
training facility designed for training
Advantages:
Avoids disruptions to normal operations
Minimizes distractions
Avoids safety concerns
Disadvantages:
Differences between the training setting and the work setting
Costs may be higher due to the cost of the training facility
Trainee motivation may be reduced because the job-relevancy
of the training is not as obvious
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18. Design & Develop Training
Program
Training Methods (more):
Off-the-job training (more):
Off-the-job training techniques:
Lectures
Discussions
Cases
Role-plays
Simulations
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20. Step 4: Training Evaluation
4 Levels of Evaluation
(Kirkpatrick, 1983)
Level 1: Reaction: measure
the satisfaction of the
trainees with the training
program
Satisfaction questionnaire
Level 2: Learning: measure
how much the trainees
have learned
Written tests
Performance tests
Simulation tests
Source of figure: Fisher, Schoenfeldt, & Shaw
(2006), Figure 9.4, p. 405
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21. Step 4: Training Evaluation
4 Levels of Evaluation (more)
Level 3: Behavior: measure
the trainees’ job
performance back on their
jobs
Performance appraisals
Level 4: Results: measure the
impact on the organization
Profits
Costs
Productivity
Quality
Injury rates, etc.
Source of figure: Fisher, Schoenfeldt, & Shaw
(2006), Figure 9.4, p. 405
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23. Outline
Training & Development
Training Cycle
Step 1: Needs Analysis (Needs Assessment)
Step 2: Design & Develop Training Program
Step 3: Deliver the Training
Step 4: Training Evaluation
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