what is occurring within the jobs and what is required based on the firm’s operations and strategic goals a. Determines what is necessary to improve performance b. If not done correctly: i. Training courses will be poorly designed ii. Unmotivated learners iii. Training is unnecessary iv. Waste of money 2. Selecting how to shape behavior through training and development – self-efficacy – whether or not a person believes that they have the capability to do something or attain a particular goal a. Are employees willing or motivated to learn what’s taught in the program? b. Do they believe they can do it? c. Managers need to convince employees of their capabilities if they don’t believe they can learn d. Managers must match abilities to job 3. Designing the training and development – based on the information being transferred, options available to the organization, and the best type of training to maximize transfer of knowledge while minimizing cost of training process
4. Delivering the training and development – same as above ^ 5. Assessing the training and development – evaluate whether or not the training achieved the shaped behavior through our needs assessment Reward Theory (Exhibit 7-2) Reward Theory – if employees act in a particular way and receive a reward, they will likely repeat the behavior Skinner’s Theory – behavior is based on the consequences received from behaving in a similar way at an earlier point in time Positive Reinforcement – providing a reward in return for a constructive action on the part of the subject Negative Reinforcement – Withdrawal of a harmful thing from the environment in response to a positive action on the part of the subject Punishment – the application of an adverse consequence, or the removal of a reward, in order to decrease an unwanted behavior Extinction – lack of response, either positive or negative, in order to avoid reinforcing an undesirable behavior 4 Steps of JIT (Model 7-1) a. Preparation of the trainee b. Presentation of the task by the trainer c. Performance of the task by the trainee d. Follow-Up Examples of types of training delivery a. On-the-Job Training – done at the work site with the resources the employee uses to perform the job i. Job Instructional Training – specific type of job training
b. Classroom Training – includes content, instruction methods, lesson plans, and instructor materials ii. Taught by a qualified instructor who will teach the class iii. Good for consistently transferring general knowledge or theories about a topic to a large number of people iv. Effective when using the same equipment used on the job c. Distance or E-Learning – v. Synchronous distance learning – occurs when all of the trainees sign in to a particular website where their instructor then interacts with them and teaches the topics for the day vi. Asynchronous distance learning – the process in which the student can
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- Summer '08
- Human Resource Management