Title 09 IO Psy - Employee Training and Development.pdf ✅

09 – Employee Training and Development IOPSY | 2024 - 2025 | NOT FOR SALE OUTLINE 1. Determining Training Needs a. Organizational Analysis b. Task Analysis c. Person Analysis d. Goals and Objectives e. Motivating Employees 2. Choosing the Best Training Method a. Lectures b. Case Studies c. Simulation Exercises d. Role-Play e. Behavior Modeling 3. Delivering the Training Program a. Conducting Classroom Training b. Conducting Training Through Distance Learning c. Conducting On-the-Job Training 4. Ensuring Transfer of Training 5. Evaluation of Training Results a. Research Designs for Evaluation b. Evaluation Criteria DETERMINING TRAINING NEEDS ORGANIZATIONAL ANALYSIS ★ Training – systematic acquisition of skills, rules, concepts, or attitudes that result in improved performance ○ It ensures that employees have the knowledge and skills necessary to perform the job ○ Training also compensates for the inability to select desired applicants ★ Needs Analysis – process of determining the training needs of an organization ○ The first step in developing an employee training system ○ There is an increased training effectiveness when a needs assessment had been done prior to the creation of the training program Organizational Analysis – process of determining the organizational factors that will either facilitate or inhibit training effectiveness ● A properly conducted organizational analysis will ○ Focus on the goals the organization wants to achieve ○ The extent to which training will help achieve those goals ○ The organization’s ability to conduct training ○ The extent to which employees are willing and able to be trained ● Should also include a survey of employee readiness for training ● A training will be effective only if ○ The organization is willing to provide supportive climate for training ○ It can afford an effective program, employees want to learn ○ The goals of a program are consistent with those of the organization TASK ANALYSIS Task Analysis – use the job analysis methods to identify the tasks performed by each employee, the conditions under which these tasks are performed, and the competencies needed to perform the tasks under the identified conditions ● Most common methods include interviews, observations, task inventories ● Once done, next step is to determine how employees learn to perform each task or obtain competency ● Its process is usually conducted by listing tasks in one column and how the tasks are learned in a second column PERSON ANALYSIS Person Analysis – process of identifying the employees who need training and determining the areas in which each individual employee needs to be trained ● Based on the recognition that not every employee needs further training for every tasks performed ● Should also include an evaluation of an employee’s readiness for the training 1 | @studywithky