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Training (Training methods (on-job training (coaching, mentoring, E…
Training
Training methods
lectures
lecture discussion
demonstration
simulation
roleplay
case studies
development centre
on-job training
coaching
mentoring
E-learning
apprenticeship
Team-learning
secondment
job rotation
competitor and client placement
Principles:
obverlearning
is good to develop automaticity
fidelity
traiing should resemble real life
whole-learning
for complex irrelevant tasks
part-learning
for complex unrelated tasks
massed vs distributed
Model of training transfer
trainee
ability, motivation, personality
traiing design
learning objectives, method of delivery
work environment
support, good learning climate
learning outcomes by Kraiger
cognitive
behavioural
affective
leads to motivation to transfer and then to transfer
More Theories
Reinforcement
reward good behaviour
Cognitive social learning
observational, behavioural modeling, role-play, feedback
self-efficacy
enhances motivation
goal setting
experimental learning theory by Kolb
learning style inventory
diverging
assimmilating
converging
accommodating
added aspects
concrete experience
active experience
abstract concepts
reflective observation
factors ingfluencing learning style
personality
educational specialisation
current job role
adaptive competencies
Assessing methods
Kirkpatrick's four level model
internal
what occurred in the training programm
reaction criteria
subjective experience
learning criteria
what was learned by test
behavioural criteria
transferred to job
results criteria
how well related to organisational outcome
Alliger's model
reaction criteria
affective = how you liked it
utility = how useful
Learning outcomes (Gagne)
verbal info (declarative)
intellectual skills (procedural)
cognitive strategies (problem solving)
attitudes
motor skills
no transfer element
Designs of methods
quasi-experimental
Sollomon four group
Simon and Werner
Substitute Assignment - tutorial 5
Anne Bolders
Lea Koehne-Volland (431475)