Chapter 11 assignment: OBJECTIVE – To help you determine which training methods
ID: 467213 • Letter: C
Question
Chapter 11 assignment:
OBJECTIVE –
To help you determine which training methods are most appropriate for achieving particular objectives.
To show you the linkages between training objectives, training methods, and training evaluation.
To help you learn how to identify and write training objectives
To build skill in the evaluation of training programs
PROCEDURE – there are 3 parts to this assignment.
Part 1:
Look at each training objective/outcomes and then determine which training methods would be most appropriate for achieving each of the training objectives on FORM 3.1.
Put an “x” beside the method that seems most appropriate for achieving each objective or outcome.For example, if you believe that classroom instruction would be a good method of facilitating knowledge acquisition on the part of a training program participant, put an “x” in that space. For each of the objectives or outcomes, you should have at least two, but no more than four, training methods that are identified as most appropriate
Form 3.1 Training Method
Training objectives
Training method
Knowledge acquisition
Attitude Change
Problem- solving skills
Interpersonal skills
Participant acceptance
Knowledge retention
Information processing
Lecture (with questions)
Conference (discussion)
Sensitivity training
Laboratory training
Observation
Computer based courses
Videos
Reading lists
Case Studies
Simulation:
Role Playing
Business games
On-the-job:
Job rotation
Committee assignments
On-the-job coaching
Feedback from performance appraisal
Training Evaluation:
The final step is to determine the most appropriate method of evaluating the particular training program or programs. The major methods of evaluation in order of their degree of complexity and difficulty are as follows:
Participant reaction – usually determined by a questionnaire immediately at the conclusion of the training program
Learning – assessment of knowledge about or attitudes toward a particular subject, both before and after a training experience.
Behavioral change – changes in on-the-job behavior or performance as measured by performance appraisals, subordinate’s perceptions, supervisor’s perceptions, and/or individual productivity data.
Organizational effectiveness – decreases in departmental or organizational costs, turnover, absenteeism, and grievances, and increases in departmental or organizational sales, income, or productivity as compared to a control group of those not attending training.
Part 2:
Now, look at the data in Exhibit 3.2, these data are taken from a training needs analysis of executives and middle managers at corporation ABC. The percent opposite each training need indicates the percentage of executives and middle managers citing the four top-rated training needs.
Exhibit 3.2
Survey of executives and middle managers top areas of executive and middle management training
Percentage citing need
Performance appraisal techniques 44
Strategic planning 38
Employee motivation 32
This company has had no previous formal training programs for its employees, and the newly hired director of employee development has asked your group to answer the following questions (answer on Form 3.2):
What training objectives and training needs do you select as the highest priority for future training (see Exhibit 3.2)?
What training methods should be used to meet this need and the related training objectives (see Exhibit 3.2)?
What training evaluation method should be used to evaluate each training method or program (see Form 3.1)?
Form 3.2 – The relationship between training objectives and training methods
Occupational Group: Executives and Middle Managers Training Need:
Training Objectives Training Methods Evaluation Methods
1. 1. 1.
2. 2. 2.
3. 3. 3.
___________________________________________________________________________
Part 3:
Questions
Once you had determined the training need and training objectives, how did you determine which training method would be most appropriate?
Identify one or two training evaluation methods you recommended on form 3.2 Why did you choose this evaluation method and what problems might you encounter in using it in a valid way?
What are the most effective training or educational methods to facilitate your own learning? Why?
Training objectives
Training method
Knowledge acquisition
Attitude Change
Problem- solving skills
Interpersonal skills
Participant acceptance
Knowledge retention
Information processing
Lecture (with questions)
Conference (discussion)
Sensitivity training
Laboratory training
Observation
Computer based courses
Videos
Reading lists
Case Studies
Simulation:
Role Playing
Business games
On-the-job:
Job rotation
Committee assignments
On-the-job coaching
Feedback from performance appraisal
Explanation / Answer
Training objectives
Training method
Knowledge acquisition
Attitude Change
Problem- solving skills
Interpersonal skills
Participant acceptance
Knowledge retention
Information processing
Lecture (with questions)
X
X
Conference (discussion)
X
X
Sensitivity training
X
X
X
Laboratory training
X
X
X
Observation
Computer based courses
X
X
Videos
X
X
Reading lists
Case Studies
X
X
Simulation:
Role Playing
X
X
X
X
Business games
X
X
On-the-job:
Job rotation
X
X
X
Committee assignments
On-the-job coaching
X
X
Feedback from performance appraisal
X
X
X
2. a) Performance appraisal techniques and employee motivation as the highest priority for future training.
b) Role playing should be used to meet this need. The objectives are:
To develop demonstration skills, management skills, decision making skills, etc.
Training constitutes an important part of personnel management and it is the personnel department of an organization which supervises training. In other words, we can say that training refers to a planned effort by a company to facilitate employee's learning of job related competencies.
Training needs refers to the deficiency in an individual's performance which can only be improved by some kind of training. The deficiency could be anything from knowledge to attitude. Training needs identification refers to the process of detecting and specifying training needs. Analysis of training needs is undertaken to determine a specific learning solution to address a specific training need. It is process of determining the best way to meet the training need. Traijning needs assessment identifies how training can help firm reach its goal. Firms undertake training needs assessment to identify the kinds of training that are needed, to identify employees who needs training and to identify the methods to deliver the needed knowledge, skills and attitudes training.
Evaluation of training refers to the process of collecting data pertaining to training activities. Certain aspects of Training Evaluation to be performed by the training manager:
Training objectives
Training method
Knowledge acquisition
Attitude Change
Problem- solving skills
Interpersonal skills
Participant acceptance
Knowledge retention
Information processing
Lecture (with questions)
X
X
Conference (discussion)
X
X
Sensitivity training
X
X
X
Laboratory training
X
X
X
Observation
Computer based courses
X
X
Videos
X
X
Reading lists
Case Studies
X
X
Simulation:
Role Playing
X
X
X
X
Business games
X
X
On-the-job:
Job rotation
X
X
X
Committee assignments
On-the-job coaching
X
X
Feedback from performance appraisal
X
X
X
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