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L6: Training and Development (Foundations of Training and Learning…
L6: Training and Development
Foundations of Training and Learning
Learning
3 Broad Outcomes**
(SAC)
Skilled-based Outcomes (motor / technical skills)
Affective-based Outcomes (attitudes and beliefs)
Cognitive Outcomes (declarative knowledge)
Performance
Training
Summary
Training = Increase learning prob
Learning = Increase performance prob
Training Needs Assessment
Goldstein and Ford's Training Model
Evaluation
Training Validity Levels
Transfer Validity
Intra-organisational Validity
Training Validity
Inter-organisational Validity
Training and Development
Needs Assessment
Training Needs Analysis
Organisational Analysis
(where)
Task Analysis
(what)**
Develop task statements
Determine similar task clusters
Identify KSAOs required
Competency (combination of knowledge, skill, attitudes) vs. Performance (declarative, procedural knowledge, motivation)
3-step Process:
Person Analysis
(who)
Trainee Characteristics**
Trainee Readiness (general)
Goal Orientation
Mastery-oriented
Performance-oriented
Experience Levels
General Mental Ability (g factor)
Trainee Motivation
Trainee Characteristics (readiness + motivation)
= Learning Outcomes (3)
Training Design Characteristics
Mediated by Work Environment
Transfer Outcomes
Theories Applied to Training (motivation)
Skinner's Reinforcement Theory
Bandura's Social Learning Theory
Vroom's Expectancy Theory (VIE)
Other Broad Approaches
Goal Setting (SMART) theory
Feedback
Self-efficacy
Principles of Learning
Stages of Learning*
Knowledge Compilation Stage
(simplify + consolidate)
Procedural Knowledge Stage
(apply)
Declarative Knowledge Stage
(receive knowledge)
Fidelity
Physical (skill-based outcome)
Psychological (affective outcome)
Types of Learning
Massed Practice / Distributive Practice
Whole learning / part learning
Active practice / automaticity
Learning Organisation
(culture)
Content and Methods of Training
On-site Training Methods
Apprenticeship
Job Rotation
On-the-job Training
Off-site Training Methods
Programmed Instruction (linear / branching)
Simulators $$$
Classroom Lectures
Distance Learning (affordable)
Computer-based Learning (more control)
4 Basic Principles for Training Methods
Present KSAOs to be learn
Give opportunity to practice skills
Present content to learn
Provide feedback during + after
Transfer of Training (output)**
Transfer of Training Climate
Horizontal Transfer (same level)
Vertical Transfer (different levels in org.)
Evaluating Training Programs
Purpose of Evaluating Training Programs
Cost benefits = is it effective
Diagnose strength + weaknesses = improvement
Is it applicable / solves the problem + who to train
Info = justify + reinforce = value + credibility of training > organisation
Analyses Involved in Training Evaluation**
Augmented Framework of Kirkpatrick's Model
(Training Needs Analysis)
L2: Learning (know)
L3: Behaviour (apply)
L1: Reaction
L4: Results
Utility Analysis
Training Evaluation (results from training help org?
)
Data Collection Designs**
Experimental**
Solomon Four-Group Design (consider all threats internal validity)
Quasi-experimental
Non-experimental
