Quality and Employee Training

Training

Training is an organized, systematic series of activities designed to enhance an individual's work-related knowledge, skills and understanding and /or motivation

LEARNING
A

relatively permanent change in behavior due to knowledge and experience

Changes in immediate or potential behavior Change must be relatively permanent Change must be due to knowledge and/or experience

Need for training

Quality

of the existing labor pool Global competition Rapid and continual change technology transfer problems Changing demographic

Benefits of Training

Fewer production Errors Increased productivity Improved quality Decreased turnover rate Lower staffing costs Improved safety and health Fewer accidents Minimized insurance costs Increased flexibility of employees better response to change Improved communication Better teamwork Better interpersonal relationship

CONDITIONS OF THE LEARNING ENVIORNMENT

Learner readiness Previous Knowledge Whole versus part learning massed versus space practice Reward motivates over learning Knowledge of result (feedback) attention Retention

People

learn best when they are ready to learn

Previous Knowledge

People learn more easily when what they are learn can be related to something they already know

WHOLE VERSUS PART LEARNING

Complex task is to be broken down into its parts and the learner should learn each part separately. The process starts with the simplest task and going on the most difficult.

Massed versus spaced practice

Practicing the new behavior and taking rest periods in between is more effective than practing the new behavior without break

Success in learning tends to stimulate additional learning

Overlearning
Overlearning is desirable when the task to be learned in program is not likely to be immediately practiced in the work situation and when performance must be maintained during periods of emergency and stress.

Knowledge of Results
For trainee to improve training performance , they need to receive timely and specific feedback or knowledge of results

Attention

Trainers should try to design training programs and materials to ensure that trainees devote attention to them.

Retention
Trainer should make the content meaningful to them and they should have an easier time understanding and remembering it Trainer can make training meaningful by

Overview of what is to be learned Using examples and terms familiar to the trainee Organizing material from simple to complex Rehearsal

Training methods selected should be Motivate the trainee to learn the new skill Illustrate the desired skills to be learned Be consistent with the content Allow for active participation by trainees to fit with adult learning model Provide opportunities for practice and over learning Provide feedback on performance during training Encourage positive transfer from the training to the job Be cost effective

Training Methods

General Tips

Don't be too quick to select course delivery mode. Don't jump to the decision on course delivery medium until you have complete and accurate definitions of three things:
(Performance objectives - obtained during task analysis). What the learner must be able to do at the conclusion of the training What the learner already knows and can already do before the training begins

Tip 2: Document the Audience Analysis and make it a part of the training design documentation.

Concentrate on the characteristics of the new-hire Workers who are currently performing the job.

Tip 3: Make sure the Task Analysis is complete and accurate. .

An accurate and complete task analysis is the key to effective and efficient training. Weaknesses in the task analysis can result in wasted time, wasted money, and poor worker performance.

Tip 4: Be specific when defining prerequisite skills and knowledge.

In many programs, prerequisite skills and knowledge are defined in such ambiguous terms or at such a high level that the prerequisite training developed (or purchased) is far more than is needed or prudent.

Choosing the methods for the Training program

TRAINING METHODS

METHODS TRANSMITTING INFORMATION TO THE LEARNER

METHODS EXPERIINTIAL IN NATURE

INFORMATIONAL TRAINING
METHODS

LECTURES AUDIOVISUALS INDEPENDENT STUDY PROGRAMMED INSTRUCTION

EXPERIENTAIL METHODS

ON JOB TRAINING (OJT) COMPUTER BASED TRAING (CBT) COMPUTER ASSISTED TRAINING (CAI) EQUIPMENT SIMULATIONS GAMES AND OTHER SIMULATIONS CASE ANALYSIS ROLE PLAYING BEHAVIOR MODELING

INFORATMIONAL TRAINNING METHODS

USERS
LECTURE
Gaining new knowledge To present introductory material Equally as good as PI an Low Cost. Reaches a large audience at one time. Audience is often comfortable with it. Learners are passive Poor transfer. Depends on the lecturer's ability. Is not tailored to individual trainees.

BENEFITS

LIMITATION

AUDIOVISUALS
Gaining new knowledge Gaining attention

Can reach a large audience at one time Allows for replays. Versatility

Is not tailored to individual trainees. Must be updated. Passive Learners.

INFORATMIONAL TRAINNING METHODS

USERS
Independent Study
Gaining new knowledge Completing degree requirements Continuous education Allows trainees to go at their own pace. Minimizes trainers time. Expensive to develop a library of materials. Materials must be designed to adjust to varying reading levels. Performance depends on trainees motivation. Is not applicable to all jobs

BENEFITS

LIMITATION

Minimizes costs of development

Programmed Instruction
Gaining new knowledge preparation to ensure that all trainees have similar backgrounds. Allows trainees to go at their own pace. Can guarantee mastery at a specified level. Encourages active trainee involvement. Provides immediate feedback to trainees. Expensive to develop Is not applicable to all tasks (e.g., cognitive tasks). Does not lead to higher performance than lectures

EXPERIENTIAL TRAINNING METHODS

USERS BENEFITS
Good transfer.

LIMITATION
Depends on the trainers skills and willingness.

OJT
Learning job skills

Apprenticeship training
Job rotation

Limited trainer costs.

High trainee motivation since training is relevant.

May be costly due to lost production and mistakes.

May have frequent interruptions due to job demands. Often is haphazardly done. Trainees may learn bad habits

CBT
Gaining new knowledge Drill and practice Individualized training Self-paced. Standardization of training over time. Feedback given. Good retention Costly. Trainees may fear using computers. Limited opportunities for trainee interaction. Less useful for training interpersonal skills.

EXPERIENTIAL TRAINNING METHODS

USERS
Equipment Simulators
To reproduce real-world conditions For physical and cognitive skills For team training

BENEFITS
Effective for learning and transfer.

LIMITATION
Costly to develop.

Can practice most of the job skills

Sickness can occur Requires good fidelity.

Games and Simulations

Decision-making skills Management training Interpersonal skills

Resembles the job tasks.

Highly competitive.

Provides feedback. Presents realistic challenges

Time-consuming May stifle creativity

EXPERIENTIAL TRAINNING METHODS

USERS Case Study or Analysis
Decision making skills Analytical skills Real-world training materials. Criticized as being unable to teach general management skills. Trainers often dominate discussions

BENEFITS
Decision-making practice.

LIMITATION
Must be updated

Communication skills To illustrate diversity of solutions

Active learning Good for developing problemsolving skills

Role Play
For changing attitudes To practice skills Gain experience of other roles. Active learning. Initial resistance of trainees. Trainees do not take it seriously

To analyze interpersonal problems

Close to reality

EXPERIENTIAL TRAINNING METHODS

USERS Behavior Modeling
To teach interpersonal skills To teach cognitive skills Provides feedback. Retention is improved. Can improve self-concept. May be costly to develop

BENEFITS
Allows practice.

LIMITATION
Time-consuming

Sensitivity Training
To enhance selfawareness To allow trainees to see how others see them To improve insights into differences

May be threatening.

Can reduce prejudice.

May have limited generalizability to job situations

Can change interpersonal behaviors