Chapter 5 Training & Development

Chapter 5 Training & Development

1. Training - for imediate use / purpose

2. Development - for future use / purpose

3. Phase 1: TNA to place the right person to the right training (Needs assessment)

   • organization analysis
     • resources
       • money
         • technology
           • mainpower
   • Task analysis
     • 1.List the task required
     • 2.List the step of every task
     • 3.Match the current employee
   • Person analysis

4. Phase 2: Design

   • on the shelf
   • custom made tailer made
   • objectives
     • Principle of learning
       • trainees readiness & motivation
         • instructors characteristics
           • Knowledge of subject
             • adaptability
               • Sincerity
                 • sense of humor
                   • interest
                     • clear instructions
                       • individual assistance
                         • enthusiasm
         • Use positive reinforcement
           • Eliminate threats and punishment
             • Be flexible
               • Have participants set personal goals
                 • Design interesting instruction
                   • Break down physical and psychological obstacles to learning
       • Goal setting
         • Individual differences
           • Active practise &repetition
             • whole-versus-part learning
               • massed-versus- distributed learning
                 • feedback and reinforcement
                   • meaningfulness of presentation
                     • modeling

5. Phase 3: Implementation

   • non managerial
     • on job training
       • apprenticeship training
         • cooperative training, internship & governmental training
           • classroom instruction
             • Programmed instruction
               • audiovisual method
                 • simulation method
                   • E-learning
   • management development
     • on job experiences
       • seminars and conferences
         • case studies
           • management games and simulations
             • Role-playing
               • Behavior modeling

6. Phase 4: Evaluation

   • Reaction
     • Learning
       • Behavior
         • Results or return on investment