ADM 2337 Lecture Notes - Lecture 5: Task Analysis, Programmed Learning, Reinforcement
23 Jan 2017
School
Department
Course
Professor
Chapter 7 Training and Development
Training
- Tends to be narrowly focused and oriented toward short-term performance
concerns
Development
- Effort that is oriented more toward broadening an individual’s skills for
future responsibilities
Training VS. Development
Training
Development
Focus
Current
Future
Use of work experiences
Low
High
Goal
Preparation for current
job
Preparation for changes
Participation
Required
Voluntary
Strategic model of training
Figure 7.3
Phase 1: conducting the needs assessment
- Organization analysis
- Task analysis
- Person analysis
Phase 2: designing the training program
Issues in training design
➔ Instructional objective
➔ Trainee readiness and motivation
➔ Principles of learning
➔ Characteristics of instructors
Trainee readiness and motivation
Strategies for creating a motivated training environment:
1. Use positive reinforcement
2. Eliminate threats and punishment
3. Be flexible
4. Have participants set personal goals
5. Design interesting instruction
6. Break down physical and psychological obstacles to learning
Principles of learning
Figure 7.5
Characteristics of instructors
- Knowledge of subject
find more resources at oneclass.com
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Document Summary
Tends to be narrowly focused and oriented toward short-term performance concerns. Effort that is oriented more toward broadening an individual"s skills for future responsibilities. Strategies for creating a motivated training environment: use positive reinforcement, eliminate threats and punishment, be flexible, have participants set personal goals, design interesting instruction, break down physical and psychological obstacles to learning. Criterion 4: results, or return on investment (roi) The process of training employees to do multiple jobs within an organization. Chapter 8 performance management and the employee appraisal process. Goal: create a work environment in which people can perform the best of their abilities. Ongoing performance feedback i think its kinda important) Use of the appraisal program for conflicting purposes. Who should appraise performance? (read it on the textbook) Provide an explanation of the performance appraisal system"s objective. Explain the mechanics of the rating system. Alert raters to the weaknesses and problems of appraisal systems.
