ORGB 423 Lecture Notes - Lecture 11: Web Conferencing, Programmed Learning, Needs Assessment
12 Jun 2018
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Lecture 11
The Scope of Training
Training
• Tends to be narrowly focused, and oriented toward short-term
performance concerns
Development
• Effort that is oriented more toward broadening an individual’s
skills for future responsibilities
• More long-term
Can also include talent management
Strategic Approach to Training
• Workforce plan ensures that the right people, at the right time,
and with the right skills are employed and working towards the
strategy
o Has four phases:
▪ Needs assessment
▪ Design
▪ Implementation
▪ Evaluation
Phase 1: Conducting the needs assessment
Organization analysis
Task analysis
Person analysis
Phase 2: Designing Training program
Issues in Training Design
• Instructional objectives: Represent the desired outcomes of
training program
• Trainee readiness and motivation
o Some strategies for creating a motivated training
environment include: the use of positive reinforcement; the
elimination of threats and punishment; being flexible, having
participants set personal goals; designing interesting
instruction.
• Principles of learning:
o Focus on method and process: Active practice and
repetition; whole-versus-part learning, massed-versus-
distributed learning, Feedback and reinforcement
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o Focus on learning and transfer: Goal setting, meaningfulness
of presentation, modeling, and individual learning difference
o Feedback and reinforcement: Includes behaviour
modifications & spot rewards (rewards that are given right
after something happens.)
• Characteristics of instructors:
o Interest in trainees
o Ability to communicate clearly
o Individual assistance
o Willingness to provide individual assistance
o Knowledge of subject
o Adaptability
o Enthusiasm and Sincerity
o Sense of humour
Phase 3: Implementing the training program
Choosing the instructional method:
• Nature of training
• Type of trainees
• Organization extent of training
• Importance of training outcomes
Training methods:
• On-the-job training (OJT): Method by which employees are given
hands-on experience with instructions from their supervisor or
other trainer
o People show up to a job and they are doing an activity/task
with a worker (that already knows how to do it) beside them
to tell them how to do it
• Apprenticeship training: A system of training in which a worker
entering the skilled trades is given instruction and experience both
on and off the job in the practical and theoretical aspects of the
work
o Includes people looking at a person who is already
knowledgeable in the subject in order to learn from them.
o E.g. Chefs and sous-chefs
o In QC, apprenticeship must be paid.
• Cooperative training, internships, and governmental training:
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o Internships: Jointly sponsored by colleges, universities, and
other organizations that offer students the opportunity to
gain real-life experience while allowing them to find out how
they will perform in work organizations
• Classroom instruction: Enables the maximum number of trainees
to be handled by the minimum number of instructors
• Programmed instruction: Self-directed learning—use of books,
manuals, or computers to break down subject matter content into
highly organized, logical sequences that demand continuous
response on the part of the trainee
• Audio-visual methods:
o Video recordings, CDs, DVDs
o Teleconferencing and videoconferencing
o Web conferencing, webinars, podcasts
o Communities of practice blogs and wikis
• Simulation method: Emphasizes realism in equipment and its
operation at minimum cost and maximum safety
o Simulation: Simulate or program certain events that could
happen in order to accustom people to those situations
o Used when it is either impractical or unwise to train
employees on the actual equipment used on the job
• E-learning: Learning that takes place via web and computer-based
training (CBT)
o Allows the firm to bring the training to employees
o Allows employees to customize their own learning in their
own time and space (just-in-time learning)
o Provides continuously updated training materials
Learning Mgmt. Systems:
• Are “virtual learning environments”
• Can assess the skills of employees
• Can register them for courses
• Can deliver interactive learning modules directly to their desktops
when they need or want them
• Can evaluate and track their progress, and determine when they
are ready to be promoted
Methods for Management development:
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find more resources at oneclass.com
Document Summary
Training: tends to be narrowly focused, and oriented toward short-term performance concerns. Development: effort that is oriented more toward broadening an individual"s skills for future responsibilities, more long-term. Strategic approach to training: workforce plan ensures that the right people, at the right time, and with the right skills are employed and working towards the strategy, has four phases, needs assessment, design, evaluation. Choosing the instructional method: nature of training, type of trainees, organization extent of training. A (bad) discussion between a manager and an employee regarding a specific issue. Orientation: a formal process of familiarizing new employees with the organization, their jobs, and their work units. Onboarding: the process of systematically socializing new employees to help them get on board with an organization. Basic skills training: basic skills have become essential occupational qualifications, typical basic skills, reading, writing, computing, speaking, listening, problem solving, managing oneself, knowing how to learn, working as part of a team, leading others.
