Chapter 5 - Training and Development Group E

Chapter 5 - Outline ADDIE Model ADDIE Model Analyze the training need Design the overall training program Develop the course Implement training Evaluate the course’s effectiveness Managing Organizational Change and Development Lewin’s Process 3 steps 10 Step Process for Organizational Change Lowes Foods ADDIE Model

Analyze the Training Need A.D.D.I.E Analyze the Training Need When analysing employees training needs these are the main criteria that need to be taken into consideration. What is the Job Description What are the Job Specifications Task Analysis Performance Analysis Skill Gapping Process

Analyze the Training Need A.D.D.I.E Analyze the Training Need Job Description Job Duties and Responsibilities Job Specifications Knowledge Skills Education Abilities

Analyze the Training Need A.D.D.I.E Analyze the Training Need Task Analysis - Is a detailed study of the Job to determine the specific skills that are required for the job.

Analyze the Training Need A.D.D.I.E Analyze the Training Need Performance Analysis - Means verifying that there is a performance deficiency. Training may not always be the best course of action.

Analyze the Training Need A.D.D.I.E Analyze the Training Need Skills Gapping Process Supervisors must identify employees weakness and strengths

Program Design Design the Program A.D.D.I.E Program Design Design the Program Overall training plan including training objectives, delivery methods, and program evaluation. Performance objectives Detailed training outline Training Content/Documents

A.D.D.I.E Program Design

Program Design Questions to ask when designing a training program A.D.D.I.E Program Design Questions to ask when designing a training program Is training the solution? What needs will the training program address? What issues are requiring the training request? How will employees’ performance improve? What can the company expect as a return on its investment.

Creating a Motivational Learning Environment A.D.D.I.E Creating a Motivational Learning Environment Make the Learning Meaningful Make Skills Transfer Easy Reinforce the Learning

Making the Learning Meaningful A.D.D.I.E Making the Learning Meaningful Provide a summary of the material Use familiar examples Organize the information Use terms and concepts that are already familiar Use as many visual aids as possibles Create a need in trainee’s mind

Make Skills Transfer Easy A.D.D.I.E Make Skills Transfer Easy Maximize similarity between training situation and the work situation Provide adequate practice Identify each feature of the training Direct the trainees’ attention to important aspects of the job Provide “heads up” information Let trainees pace themselves.

Reinforce the Learning A.D.D.I.E Reinforce the Learning Immediately positively reinforce correct responses. (ex. “Well Done”) Learning curve goes down late in the day

Developing the Program/Course A.D.D.I.E Developing the Program/Course Program Development Assembling/creating the program’s training materials i.e: lectures, web/computer-based activities, trainer resources (manuals) Choosing the actual content that program will present & instructional methods

Developing the Program/Course A.D.D.I.E Developing the Program/Course Employers can create their own training content OR choose from a wide selection online and offline. gneil.com

Implementation On-the-Job Training “coaching” or “understudy” method A.D.D.I.E Implementation On-the-Job Training “coaching” or “understudy” method Job Rotation Special Assignments Peer Training Old Navy experience

Implementation Informal Learning Collaboration A.D.D.I.E Implementation Informal Learning Collaboration Siemens Power Transmission and Distribution

Implementation Behavior Modeling Four Steps Modeling Role Playing A.D.D.I.E Implementation Behavior Modeling Four Steps Modeling Role Playing Social Reinforcement Transfer of Training

Implementation Computer-Based Training Simulations and Multi-Media A.D.D.I.E Implementation Computer-Based Training Simulations and Multi-Media Recruitment Trainee example Types of simulated learning virtual reality games step-by-step guides decision tree scenarios online role play Environmental Tectonics Corporation Web 2.0

Evaluate Course’s Effectiveness A.D.D.I.E Evaluate Course’s Effectiveness Controlled Experimentation Training Group Control Group Measuring Training Effects Reaction Learning Behavior Results

Managing Organizational Change and Development Today, intense international competition means companies have to change fast. Figuring out what to change can be a daunting task. Nokia’s CEO, Stephen Elop, states that organizations can change five major aspects: Strategy, culture, structure, technologies, and the attitudes and skills of the employees.

Lewin’s Process The basic process for implementing change with minimal resistance 1) Unfreezing 2) Moving 3) Refreezing

Keys to Organizational Change Establish a sense of urgency Mobilize commitment to change Create a guiding coalition Develop a shared vision Communicate the vision Remove barriers to the change Generate short-term wins Consolidate gains and produce more change Anchor the new ways of doing things in the company’s culture Monitor progress and adjust the vision as required

Lowes Foods Remodel Undergoing major changes in an organization requires a tremendous amount of time, money, and training.

Summary ADDIE model Lewin’s Process 10 Steps of Organizational Change