In other organizations employees included in the person analysis may be chosen

In other organizations employees included in the

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In other organizations, employees included in the person analysis may be chosen  randomly A particular concern may be to assess the “trainability” of the individual Trainability:  the degree to which training participants are able to learn and apply the  material emphasized in the training program, and is generally thought to be a function of  trainees’ ability and motivation - The motivation variable is often neglected in training research, with trainee ability levels and background emerging as the main variables of focus - Motivation has emerged as an important consideration in assessing individual  readiness for training Training motivation:  trainees’ intended effort toward mastering the content of a training program
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- High levels of motivation: learn more in the training, perform better in training,  and are more likely to complete the training than those with lower levels of pre- training motivation - Training motivation predicted training outcomes over and above the effect of  cognitive ability - Pre-training motivation is also related to post-training outcomes - Pre-training motivation is related to trainee attitudes after training - Pre-training motivation accounts for additional variance in post-training  commitment - Entering training with high levels of motivation may enhance the likelihood of  developing other positive attitudes during training, and thus is likely related to  motivation to transfer - Pre-training motivation prepares trainees to receive the maximum benefits from  the training, and thus should be viewed as an important consideration in  conducting needs assessment at the person level of analysis Methods - Performance appraisals - Surveys - Interviews - Skill and knowledge tests - Critical incidents Development of training programs Linkages between KSAs and tasks provide the basis for developing training programs Establish effective behaviors Consider  physical fidelity  and  psychological fidelity Training techniques Classroom setting:  lecture, case study, simulation, role-play, behavior modeling, video Distance learning:  printed materials, video, webcast, computer based On-the-job learning:  modeling, job rotation, apprentice training, coaching, mentoring Training techniques Case studies:  employees are presented with a workplace problem and are asked to  propose the best solution Simulations:  designed to place an employee in a situation similar to one encountered on  the job Role-play:  employees act out simulated roles
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Behavior modeling:  employees observe correct behavior, practice that behavior, and  then receive feedback about their performance Computer-based training:
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  • Fall '14
  • SarahJaneRoss
  • Psychology, trainee, training program

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