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Training
Training is an organized, systematic series of activities designed to enhance an individual's work-related knowledge, skills and understanding and /or motivation
LEARNING
A
Changes in immediate or potential behavior Change must be relatively permanent Change must be due to knowledge and/or experience
of the existing labor pool Global competition Rapid and continual change technology transfer problems Changing demographic
Benefits of Training
Fewer production Errors Increased productivity Improved quality Decreased turnover rate Lower staffing costs Improved safety and health Fewer accidents Minimized insurance costs Increased flexibility of employees better response to change Improved communication Better teamwork Better interpersonal relationship
Learner readiness Previous Knowledge Whole versus part learning massed versus space practice Reward motivates over learning Knowledge of result (feedback) attention Retention
People
Previous Knowledge
People learn more easily when what they are learn can be related to something they already know
Complex task is to be broken down into its parts and the learner should learn each part separately. The process starts with the simplest task and going on the most difficult.
Overlearning
Overlearning is desirable when the task to be learned in program is not likely to be immediately practiced in the work situation and when performance must be maintained during periods of emergency and stress.
Knowledge of Results
For trainee to improve training performance , they need to receive timely and specific feedback or knowledge of results
Attention
Trainers should try to design training programs and materials to ensure that trainees devote attention to them.
Retention
Trainer should make the content meaningful to them and they should have an easier time understanding and remembering it Trainer can make training meaningful by
Overview of what is to be learned Using examples and terms familiar to the trainee Organizing material from simple to complex Rehearsal
Training methods selected should be Motivate the trainee to learn the new skill Illustrate the desired skills to be learned Be consistent with the content Allow for active participation by trainees to fit with adult learning model Provide opportunities for practice and over learning Provide feedback on performance during training Encourage positive transfer from the training to the job Be cost effective
Training Methods
General Tips
Don't be too quick to select course delivery mode. Don't jump to the decision on course delivery medium until you have complete and accurate definitions of three things:
(Performance objectives - obtained during task analysis). What the learner must be able to do at the conclusion of the training What the learner already knows and can already do before the training begins
Tip 2: Document the Audience Analysis and make it a part of the training design documentation.
Concentrate on the characteristics of the new-hire Workers who are currently performing the job.
In many programs, prerequisite skills and knowledge are defined in such ambiguous terms or at such a high level that the prerequisite training developed (or purchased) is far more than is needed or prudent.
INFORMATIONAL TRAINING
METHODS
EXPERIENTAIL METHODS
ON JOB TRAINING (OJT) COMPUTER BASED TRAING (CBT) COMPUTER ASSISTED TRAINING (CAI) EQUIPMENT SIMULATIONS GAMES AND OTHER SIMULATIONS CASE ANALYSIS ROLE PLAYING BEHAVIOR MODELING
BENEFITS
LIMITATION
AUDIOVISUALS
Gaining new knowledge Gaining attention
Can reach a large audience at one time Allows for replays. Versatility
BENEFITS
LIMITATION
Programmed Instruction
Gaining new knowledge preparation to ensure that all trainees have similar backgrounds. Allows trainees to go at their own pace. Can guarantee mastery at a specified level. Encourages active trainee involvement. Provides immediate feedback to trainees. Expensive to develop Is not applicable to all tasks (e.g., cognitive tasks). Does not lead to higher performance than lectures
LIMITATION
Depends on the trainers skills and willingness.
OJT
Learning job skills
Apprenticeship training
Job rotation
CBT
Gaining new knowledge Drill and practice Individualized training Self-paced. Standardization of training over time. Feedback given. Good retention Costly. Trainees may fear using computers. Limited opportunities for trainee interaction. Less useful for training interpersonal skills.
BENEFITS
Effective for learning and transfer.
LIMITATION
Costly to develop.
Highly competitive.
BENEFITS
Decision-making practice.
LIMITATION
Must be updated
Role Play
For changing attitudes To practice skills Gain experience of other roles. Active learning. Initial resistance of trainees. Trainees do not take it seriously
Close to reality
BENEFITS
Allows practice.
LIMITATION
Time-consuming
Sensitivity Training
To enhance selfawareness To allow trainees to see how others see them To improve insights into differences
May be threatening.