员工培训与开发重点(英文版)

Topic 3 1 Discuss the five types of learner outcomes Verbal information Intellectual skills Motor skills Attitudes Cognitive strategies 2 Explain the implications of learning theory for instructional design From a training perspective reinforcement theory suggests that for learners to acquire knowledge change behavior or modify skills the trainer needs to identify what outcomes the learner finds most positive and negative Trainers then need to link these outcomes to learners acquiring KSAs E g Behavior modification According to social learning theory learning is influenced by a person s self efficacy which is one determinant of readiness to learn Social learning theory is the primary basis for behavior modeling training and has influenced the development of multimedia training programs Goal setting theory influences training methods to be considered Goal setting theory also is used in training program design because it suggests that learning can be facilitated by providing trainees with specific challenging goals and objectives Goa orientation theory is believed to affect the amount of effort a trainee will expend in learning motivation to learn Learners with a high learning orientation will direct greater attention to the task and learn for the sake of learning in comparison to learners with a performance orientation Need theories suggest that to motivate learning trainers should identify trainees needs and communicate how training program content relates to fulfilling these needs Another implications of need theory relates to providing employees with a choice of training programs to attend Expectancy theory suggests that learning is most likely to occur when employees believe they can learn the content of the program learning is linked to outcomes and employees value these outcomes Adult learning theory is especially important to consider in developing training programs because the audience for many such programs tends to be adults most of whom have not spent a majority of their time in a formal education setting Implications of Adult learning theory for training as following self concept experience readiness time perspective orientation to learning Besides emphasizing the internal processes needed to capture store retrieve and respond to message the information processing model highlights how external events influence learning 3 Incorporate adult learning theory into the design of a training program Adult Learning Theory was developed out of a need for a specific theory of how adults learn Implications of Adult learning theory for training Design IssueImplications Self conceptMutual planning and collaboration in instruction ExperienceUse learner experience as basis for examples and applications ReadinessDevelop instruction based on learner s interests and competencies Time perspectiveImmediate application of content Orientation to learningProblem centered instead of subject centered 4 Describe how learners receive process store retrieve and act upon information LEARNING Expectancy Perception Working Semantic Long Retrieval Generalizing Gratifying 5 Discuss the internal conditions within the learner and external conditions learning environment necessary for the trainee to learn each type of capability Learning OutcomeInternal ConditionsExternal Conditions Verbal Information Labels facts and propositions Previously learned knowledge and verbal information Strategies for coding information into memory Repeated practice Meaningful chunks Advance organizers Recall cues Intellectual Skills Knowing how Link between new and previously learned knowledge Cognitive Strategies Process of thinking and learning Recall of prerequisites similar tasks and strategies Verbal description of strategy Strategy demonstration Practice with feedback Variety of tasks that provide opportunity to apply strategy Attitudes Choice of personal action Mastery of prerequisites Identification with model Cognitive dissonance Demonstration by a model Positive learning environment Strong message from credible source Reinforcement Motor Skills Muscular actions Recall of part skills Coordination program Practice Demonstration Gradual decrease of external feedback 6 Discuss the considerations in designing effective training Selecting and preparing the training site Selecting trainers Making the training site and instruction conducive to learning Program design Topic 5 Training Evaluation 1 Explain why evaluation is important Training evaluation refers to the process of collecting the outcomes needed to determine whether training is effective That information is very important to organizational performance outcomes and human resource outcomes There are two types of evaluation formative and summative evaluation Both are aim to improve the training programs to be designed effectively Thus the following are reasons for evaluation To identify the program s strengths and weaknesses To assess whether the content organization and administration of the program contribute to learning on the job To identify which trainees benefit most or least from the program To assist in marketing programs concerned with the information about participants To determine the financial benefits and costs of the program To compare the costs and benefits of different training programs to choose the best program 2 Discuss the process used to plan and implement a good training evaluation Overview of the Evaluation Process conduct needs analysis develop measurable learning outcomes and analyze transfer of trtaining develop outcome measures choose an evaluation strategy plan and excute the evaluation There are five steps involving in the evaluation process The first step is to conduct a needs analysis It helps identify what knowledge skills behavior or other learned capabilities are needed It also helps identify where the training is expected to have an impact It helps focus the evaluation by identify the purpose of the program the resources needed human financial company and the outcomes The second step is to develop measurable learning objectives and analyze transfer of training This step is to identify specific measurable training objectives to guide the program Analysis of the work environment to determine transfer of training can be useful for determining how training content will be used on the job The third step is to develop outcome measures Based on the learning objectives and analysis of transfer of training outcome measures are designed to assess the extent to which learning and transfer have occurred The fourth step is to choose an evaluation strategy This step is to determine an evaluation strategy Factors such as expertise how quickly the information is needed change potential and the organizational culture should be considered in choosing a design The final step is to plan and execute the evaluation Planning and executing the evaluation involves previewing the program formative evaluation as well as collecting training outcomes according to the evaluation design 3 Identify and choose outcomes to evaluate a training program Reaction Outcomes Learning or Cognitive Outcomes Behavior program materials and supplies equipment and facilities and travel costs b Indirect costs include office supplies facilities equipment and related expenses not directly related to the training program travel and expenses not billed to one particular program and training department management and staff salaries not related to a single program c Benefits are the gains the company receives from the training 4 Discuss the strengths and weaknesses of different evaluation designs Types of evaluation designs see Table 6 7 p 212 vary as to whether they include a pretest and posttest a control or comparison group and randomization The chapter provides an example of each design 1 The posttest only design involves collecting only post training outcome measures It would be strengthened by the use of a control group which would help to rule out alternative explanations for changes in performance 2 The pretest posttest design involves collecting both pr t raining and post training outcome measures to determine whether a change has occurred but without a control group which helps to rule out alternative explanations for any change that does occur 3 The pretest posttest with comparison group design includes pr t training and post training outcome measurements as well as a comparison group in addition to the group that receives training If the post training improvement is greater for the group that receives training as we would expect this provides evidence that training was responsible for the change 4 The time series design involves collecting outcome measurements at periodic intervals pre and post training A comparison group may also be used Time series allows for an analysis of outcomes e g accident rates productivity etc over time to observe any changes that occur see Table 6 9 p 215 The strength of this design can be improved by using reversal which refers to a time period in which participants no longer receive the training intervention 5 The Solomon Four Group design combines the pretest posttest comparison group design and the posttest only control group design It involves the use of four groups a training group and comparison group for which outcomes are measured both pre and post training and a training group and comparison group for which outcomes are measured only after training This design provides the most controls for internal and external validity but is also the most difficult to employ 5 Conduct a cost benefit analysis for a training program or Determining the Return on Investment Cost benefit analysis of training is the process of determining the net economic benefits of training using accounting methods Training cost information is important for several reasons 1 To understand total expenditures for training including direct and indirect costs 2 To compare the costs of alternative training programs 3 To evaluate the proportion of the training budget spent on the development of training administrative costs and evaluation as well as how much is spent on various types of employees e g exempt versus nonexempt 4 To control costs Determining costs 1 The resource requirements model compares equipment facilities personnel and materials costs across different stages of the training process needs assessment development training design implementation and evaluation 2 There are seven categories of cost sources costs related to program development or purchase instructional materials equipment and hardware facilities travel and lodging and salary of the trainer and support staff along with the cost of either lost productivity or replacement workers while trainees are away from their jobs for the training Determining benefits can be done via a number of methods including 1 Technical practitioner and academic literature summarizes benefits of training programs 2 Pilot training programs assess the benefits from a small group of trainees before a company commits more resources 3 Observing successful job performers can help to determine what successful job performers do differently than unsuccessful performers 4 Asking trainees and their managers to provide estimates of training benefits Other methods of cost benefit analysis 1 Utility analysis assesses the dollar value of training based on estimates of the difference in job performance between trained and untrained employees the number of employees trained the length of time the program is expected to influence performance and the variability in job performance in the untrained group of employees This is a highly sophisticated formula that requires the use of pretest and posttest with a comparison group 2 Other types of economic analysis evaluate training as it benefits the firm or government using direct and indirect costs incentives paid by the government for training wage increases received by trainees as a result of the training tax rates and discount rates Topic 6 a 1 Discuss the strengths and weaknesses of presentation methods Presentation methods are those means of training delivery in which trainees are the passive recipients of information such as facts or information about processes or problem solving methods There are two types of presentation methods lecture and audiovisual instruction A lecture is the method of training delivery involving a trainer verbally communicating the material the trainees are to learn Advantages 1 Lecture is relatively inexpensive and an efficient way to cover a large amount of information and or to a large group 2 Lecture can be used to support other methods of delivery as well Disadvantages of the lecture method include the lack of trainee involvement lack of feedback and the potentially weak connection to the work environment all of which inhibit transfer of training Thus lecture is often supplemented with other more participative methods Audiovisual instruction includes overheads slides and videotapes Advantages 1 Video is one of the most popular training methods but is rarely used alone it is usually used in combination with lectures It can be highly effective for addressing communication skills interviewing skills customer service skills and for illustrating step by step procedures or giving real life examples of material covered via lecture or other methods 2 The advantages of videos include the flexibility in customizing the video session the ability of video to show things that cannot be easily demonstrated its consistency upon repeated use and it can be used to record trainees performance for them to review Disadvantages include too much content for trainees to absorb poor dialogue or poor acting could hinder the message and or the credibility of the message overuse of music or humor and drama that makes it confusing for the trainee to understand the important learning points emphasized in the video 2 Discuss the strengths and weaknesses of hands on methods Hands On Methods are those that require the trainee to be actively involved in the learning process including on the job training OJAT self directed learning apprenticeship simulation case study business games role plays and behavior modeling On the job training OJT involves new or inexperienced employees learning by observing their peers or managers at work and trying to emulate their behaviors Advantages OJT which takes a number of forms including apprenticeships and self directed learning requires less time or money investment it utilizes expertise among peers and managers and can be effective for cross training employees within a department or team The disadvantages of OJT include that it is typically unstructured and therefore managers and peers may not use the same process to complete the same task bad habits may be passed on demonstration may be flawed and the opportunities for practice and feedback not provided all resulting in poorly trained employees Self directed learning is an approach to training that places responsibility for learning on the employee learner e g when the learning will take place and with whom The advantages of self directed learning include the flexibility for trainees to learn at their own pace and to receive feedback about their learning it requires fewer training staff reduces the costs of facilities and travel it allows for constant access to training materials and makes multiple site training more realistic The potential disadvantages of self directed learning include the responsibility it places on trainees requiring them to be willing able and motivated to learn on their own This may not be comfortable for many employees It also tends to have higher development costs in terms of time and money Apprenticeship is a work study type training method involving both on the job training and classroom and typically sponsored either by the company or by the union Advantages of apprenticeships include the fact that learners are paid while they learn with wages typically increasing as their skills do the effective combination of learning principles in the classroom and having the opportunity to practice what they ve learned on the job and that they typically result in full time employment for trainees The disadvantages of apprenticeships include the historically restricted access to apprenticeship programs for women and minorities the lack of guarantee that employment will follow completion of the program and the somewhat narrow skill focus of current apprenticeships i e one craft or trade A simulation is a training method that represents a real life situation with trainees decisions resulting in outcomes that mirror what would happen if they were on the job Advantages of simulation include allowing trainees to learn production and process skills first hand without being engaged in the actual flow of production and without the fear of making a mistake in the actual work environment and allowing for the observation and evaluation of trainees performance followed by feedback Disadvantages Simulators need to have high fidelity to the work situation i e they need to have identical elements to those on the job they are expensive to develop and require continuous maintenance and updating A case study is a description about how employees or an organization dealt with a difficult situation Trainees are required to analyze and critique the actions taken indicating the appropriate actions and suggesting what might have been done differently Advantages The cases are usually appropriate for developing higher order intellectual skills such as analysis synthesis and evaluation which are needed by managers and many other professionals they help trainees to take risks given uncertain outcomes and they require high trainee participation Disadvantages Existing cases have the advantage of being already prepared but may not actually relate to the specific company or work situation Business g