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Training

Training. Systematic acquisition of skills, rules, concepts, or attitudes that result in improved performance in another environment (GF). Process of developing skills in order to more effectively perform a specific job, task/task or to gain certain knowledge (BMR). .

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Training

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  1. Training • Systematic acquisition of skills, rules, concepts, or attitudes that result in improved performance in another environment (GF). • Process of developing skills in order to more effectively perform a specific job, task/task or to gain certain knowledge (BMR).

  2. The Scope of Instructional Process • In 1998, @ employers spent $55 billion on formal training • In 2000, @ $200 billion/year spent on training • 1 million people make a living in this country doing training

  3. Assessed at Several Levels • Individual- • Work group (team) • Organizational • Has to move organization forward. • WIIFM/WIIFO? • External environment

  4. KASA • K = foundation-organized body of knowledge • A = cognitive capability • S = specific to task-capability to perform job operations with ease and precision • A = affect, emotion, feeling towards task, job, place…Motivation

  5. Why train? • The GAP. • Gap = the difference between what we want and what we get • G=www-wwg • Gap = the difference between how it should be done and how it is being done • G=sbd-ibd

  6. What do we know about the business of “training?” • ASTD has 70,000 members from 100 countries and over 1000 different companies • Ethical considerations • Voluntary consent • Discrimination • Cost effectiveness • Accurate portrayal • Competency in training • ISPI Code of ethics (http://ispi.org/)

  7. What do we know about the business of “training?” • Practitioner roles • Design and development recognized as most significant parts of practitioners work. • What do we know about types of training and methods? • Most money is spent on high-level prof. and technical skill management development.

  8. What do we know about the business of “training?” • What do we know about types of training and methods? • Most training is still classroom based (CBI) or Instructor led (over 60%) • Consider CAT University • Emerging technologies can improve teaching and learning when training design dictates • consider Leading Edge companies • Focus should be on Benefit and not only cost

  9. Education • Process of imparting knowledge or information (Kline) • Training emphasizes doing-education emphasizes knowing • Training emphasizes achieving a certain level of skill attainment- education often evaluates mastery by comparing one student to another. • Training is more a closed system-education operates more as an open system

  10. Education • Training emphasizes requirements to perform a specific job linked to a specific job duty-education is often less linked to a specific job • Training is more likely to offer a comprehensive list of skills required to perform a specific behavior-education is less likely to provide a complete summary of all information on a specific subject. • Role of “critical thinking?” • Pedagogy vs. andragogy

  11. Development • Conceptual understanding of the “why.” • How do KSAA fit into overall organization? • Any behavior, strategy, design, restructuring, skill or skill set, strategic plan, or motivational effort that is designed to produce growth or change over time.

  12. Training Process • Analysis (assessment) • Development • Design • Implement • Evaluate

  13. Communication Training and Development • The ability to communicate effectively across the organization and beyond (external). • Effectively communicating need, intervention, and training. • Examples of training topics? • Consider challenges of TD….

  14. Consulting • Consulting Approaches (Schein) • Purchase approach • Doctor-Patient Approach • Process Approach

  15. Human Performance Technology • The process of selection, analysis, design, development, implementation, and evaluation of programs to most cost effectively influence human behavior and accomplishment. • It is the systematic and holistic identification and removal of barriers to individual and organizational performance (ISD). • Critical elements include: needs assessment & analysis, determine appropriate intervention, evaluation, FB (formative & summative)

  16. Human Performance Technology • Human: the individuals and groups that make up our organizations • Performance: activities and measurable outcomes • Technology: a systematic and systemic approach to solve practical problems http://ispi.org/services/whatshptmodel.pdf

  17. Principles of HPT • Focuses on outcome. • Takes a systems view. • Adds value. • Establishes partnerships. • Systematic in assessment of need/opportunity. • Systematic in analysis of work/workplace to ID cause/factors that limit performance. • Systematic in design of solution/intervention (requirements-may not be training) • Systematic development/creation of solution. • Systematic & fluid deployment of solution. • Systematic evaluation of transfer.

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