Lecture 11, Employee Training and Development, Full Slides, Nov. 26th, 2009

Lecture 11, Employee Training and Development, Full Slides, Nov. 26th, 2009

Info iconThis preview shows pages 1–10. Sign up to view the full content.

View Full Document Right Arrow Icon

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full DocumentRight Arrow Icon

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full DocumentRight Arrow Icon

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full DocumentRight Arrow Icon

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full DocumentRight Arrow Icon

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full DocumentRight Arrow Icon
This is the end of the preview. Sign up to access the rest of the document.

Unformatted text preview: The Psychology of People, Work, and Organizations Psychology 2060 Employee Training and Development Nov. 26 th , 2009 Cell Phones!!! 1) Needs Assessment Person Analysis Major problems in using performance appraisal to identify training needs: Rater errors and accuracy limitations Especially if purpose administrative Averaging performance scores across employees can hide individual training needs Performance appraisal is sometimes used for administrative and training needs purposes 1) Needs Assessment Person Analysis Besides using performance appraisal, person analysis may also be conducted by Survey Interview Skill and Knowledge Tests Critical Incidents Organization of Training 1) Needs Assessment Organizational Analysis Task and KSAO Analysis Person Analysis 2) Training and Development Implementation Principles of effective learning Training environment & method Trainee characteristics 3) Evaluation Phase Did the Training actually work Kirkpatricks Criteria Experimental methodologies 2) Training Implementation Principles of Learning Learning is a relatively permanent change in behavior (or knowledge) that occurs as a result of experience or practice. Usually cognitive, psychomotor, or social Training must make a difference in learning to be effective 2) Training Implementation Principles of Learning Active learning (get them doing something!) Learn whole or part of task in a given training session? If task is very complex, cant learn whole (use part). If task is very simple, learn whole. Learn over distributed sessions (with break) or in one large massed session? Distributed is best, but less practical. 2) Training Implementation Principles of Learning Meaningfulness of Material Give Training Overview Job relevant examples Sequence in logical order Practice and Overlearning Practice helps keep the skill developed Continuing practice past the point at which participants have mastered behavior: Makes it more likely the behavior will be retained, and for a longer time. Learning Principles Principles of Learning Feedback Timely and useful feedback about their performance Adjustments More interesting and motivation Goal-setting and performance improvements Organization of Training 1) Needs Assessment Organizational Analysis Task and KSAO Analysis Person Analysis...
View Full Document

Page1 / 33

Lecture 11, Employee Training and Development, Full Slides, Nov. 26th, 2009

This preview shows document pages 1 - 10. Sign up to view the full document.

View Full Document Right Arrow Icon
Ask a homework question - tutors are online