Human Resource Management Lecture-22

 Learning Theory and Employee Training

Learning  is a relatively permanent change in behavior that results from direct or indirect experience.

Learning organization  is one whose employees continuously attempt to learn new things & to use what they learn to improve product or service quality.

The bottom line…  All managers should understand the basic purposes and processes of both training & development  and also recognize the role of learning theory in training and development.

Challenges in Training  Is training the solution to the problem?  Are the goals of training clear and realistic?  Is training a good investment?  Will the training work?

Training Need  Job behavior inappropriate  or  Knowledge or skill level inadequate  and  Problems can be corrected through training

Training

Phase 1 Needs Assessment

Assessing Training Needs  Number of employees experiencing skill deficiency  Severity of skill deficiency  Importance of skill  Extent to which skill can be improved with training

Determining Training Needs

 Self- assessments  Company records  Customer complaints  New Technology  Employee grievances  Interviews with managers  Customer satisfaction surveys  Observation

What is the Context? Who Needs the Training? In what do they need training? Organization Analysis Task Analysis Person Analysis

 Conduct gap analysis (what is vs. should be)  Establish objectives & priorities

Phase 2: Designing Training

Assess trainee readiness  Basic skills needed, self-efficacy

Consider learning styles

Remember  Hear  Hear & see  Hear, see, & do Improves remembering

Step 3: Delivering the Training

 Conduct pilot, revise  Make logistical decisions  Consider internal vs outsourced/external training  Online learning

Training Methods  Lecture  Case method  Simulations  Internships  Mentoring  Discussions  Games  Role playing  Computer-based  Video training

Workplace Training Methods Individualized Off-the-Job On-the-Job

On-the-job training (OJT)  Training is at the actual work site using the actual work equipment

Off-the-job training  Training is at a training facility designed specifically for training

Transfer of Training From Classroom To Job

 Don’t learn material  Don’t understand “real life” applications  Lack of confidence  Forgetting the material Why Transfer of Training Fails

Step 4: Evaluation of Training

What to Evaluate ?  Trainee reactions  Testing  Performance appraisal  Records of organizational performance

Measurements of change in organizational performance Pre-test and post- test of trainee performance Trainee evaluations of training/development program Sources of evaluation information

Evaluation Design Trainee Group Pretest Post-test Control Group Pretest Post-test