Training - nov 12th.docx

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Western University
Management and Organizational Studies
Management and Organizational Studies 3344A/B
Julie Schermer

Training Learning Principles Applied to Training  Reinforcement o Indirect or direct feedback form the job performance o Not the same thing as punishment o Positive reinforcement  Adding something to reinforce the behaviour  reward o Negative reinforcement  Taking away something to reinforce the behaviour  Nagging you until you do the behaviour  Practice o Increases familiarity with the task o Repetitive Practice  Ideal for motor skills (massed practice) o Distributive Practice  Repeat aspects of a job (learn a bit at a time)  Better for more complex jobs  Anderson’s (1985) Three Phases of Skill Acquisition st o 1 : Declarative Knowledge  Example G1 written test  Know facts by memorizing or reasoning  Memorizing the facts (what you need to know)  Slow performance  Error prone  General intelligence (g) important to master  More likely to be able to memorize o 2 : Knowledge Compilation  Integrate cognitive and motor processes  Streamline behaviour  Perceptual speed important to master  Know what you have to do and still learning o 3 : Procedural Knowledge  Skill is automatic  Able to do skill and other tasks  Psychomotor ability important to master (coordination)  Training Strategies o (1) Speed Strategy  Competitive edge from reduced time for products/services  Train in team work and streamline methods o (2) Innovation Strategy  Develop products or services different from competition  Train to think creatively  Trying to think of something new that your competition doesn’t have o (3) Quality-Enhancement Strategy  Offer better product or service o (4) Cost-Reduction Strategy  Provide a cheaper product or service  Assessing Training Needs o Three Steps:  (1) Organizational Analysis  Can new behaviour learned transfer to on the job behaviour?  (2) Task Analysis  Determine training objectives  What you’re going to try to tackle  Four steps: o (a) Develop Task Statements  What does the worker do?  How does the worker do their job?  To whom or what does the worker work with?  Why does the worker do what they do? o (b) Develop Task Clusters  Group tasks into similar groups o (c) Prepare Knowledge, Skill, and Ability Analysis (KSAs)  K = Needed info. To do the
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