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Chapter 5 - Orientation, Training, and Development

Unit o recruit co workers to serve as volunteer

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Unformatted text preview: poor business practice) Maximize return on investment (monetary stake organizations have in training) 4 basic methods: reactions, learning, behaviour, results Results improving, decide where problems lie, what to change, and to continue program? Method 1: Reactions • Happy trainees more likely to want to focus on training principles and utilize info on job • Do more than say whether they liked a program - > give insights into content and techniques they found most useful • Critique instructors or make suggestions about participant interactions, feedback • • Positive reactions are no guarantee that training has been successful Not useful unless somehow translate into improved behaviour and job performance Method 2: Learning • Testing knowledge and skills before training program and after determines improvement • Whatever person is learning must be used at work Method 3: Behaviour • Trainees may not demonstrate behaviour change back on job • Transfer of training – effective application of principles learned to what is required on job • Success or failure of any training is whether or not there have been transfer of training • To maximize transfer: o Feature identical elements of job into actual training o Focus on general principles that can be adapted to fit situation in work environment o Establish climate for transfer with manager being supportive and ensuring that employee uses new skills Method 4: Results • Most organizations measure their training in terms of its return on investment (ROI) • Organizations with sophisticated training systems look to training to support long- term strategy and change more than they look for short- term financial returns from their investments • Increased interest in benchmarking developmental services and practices against those of recognized leader in industry • Simplest models based on late W. Edwards Deming’s classic four- step proc...
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