COMMERCE 2BC3 Chapter Notes - Chapter 6: Instructional Design, Intellectual Capital, Job Performance
23 Jun 2019
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Document Summary
If training is to offer a competitive adv. It should create intellectual capital, which includes basic skills, advanced skills and an understanding of the customer/manufacturing system and self-motivated creativity: focus: current, use of work experiences: low, goal: preparation for current job, participation: required. Development: acquisition of knowledge, skills, and behaviour that improve an employee"s ability to meet changes in job requirements and in client and customer demands. Formal education, job education, relationships, and assessment of personality and abilities that help employees prepare for transitioning into new roles: focus: future, use of work experiences: high, goal: preparation for changes in current job, participation: voluntary. As training continues to become more strategic, the distinction between t & d will blur. Designing effective training activities: training design process refers to a systematic approach for developing training programs. It is influenced by the climate for transfer, manager support, peer support, opportunity to use leaned capabilities, technological support, and self management skills.
