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Psychology 2060 psych chapter 6 notes.doc

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Psychology 2060
Hayden Woodley

2060 Psychology Chapter 6 NotesTrainingTraining is focused on the development of specific skillsConference board of CanadaCanadian organizations spend an average of 787 per employee on training and developmentCanadian employees receive about 20 hours of training each yearRecent survey by Canadian Federation of Independent businessesSuggested that small and medium enterprises spend average of 746 per employee on formal training 1958 spent on informal trainingEmployees in large businesses are more likely to receive training than those in small businessesWhy Training and Development1Training may be legislatively mandatedex Employers are required to provide health and safety training such as WHMIS workplace hazardous material information system trainingTraining may also be a means of achieving other goalsImplementation of human rights legislation has frequently resulted in the need for organizational training in topics such as diversity gender awareness or sexual harassment in order to ensure compliance2Training may be a means of screening employees for promotions or higher positions in the organizationPromotion is often dependent on successful completion of the training requirements for each rank3Training may be remedial in the sense that training is offered to individuals in order to correct perceived performance deficitsex A manager who does not get along well with others may be sent on some form of leadership or human relations training4Training may also be used as a reward in which successful employees are offered training as a perkThe Effectiveness of TrainingArthur et al 2003Training is particularly effective when evaluated with learning criteria knowledge testsTraining is less effective in terms of changing behavior in the workforceThis is known as the transfer problem in trainingSkills and knowledge acquired during training course sometimes does not transfer into changed in onthejob behaviorEffectiveness of training also varied considerably with the design of trainingTraining appears to be most effective when there is a match between the type of skill or knowledge being trained and the method of trainingTraining is one of the most effective organizational interventions Training is most effective when it is designed and administered according to a formal means of training designToward A model Training
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