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The Importance of Training and Development in Enhancing Workplace Performance

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19 diapositives · 345 Views · Feb 17, 2013

Training is a systematic process that develops skills, knowledge, and attitudes, leading to improved performance in various environments. In the U.S., training expenditures reached $200 billion a year by 2000, with over a million professionals engaged in this field. Effective training bridges the gap between desired and actual performance. Understanding motivational factors and the role of instructional processes enhances organizational effectiveness. This guide explores training methods, ethical considerations, and performance technology to systematically improve individual and organizational capabilities.

#training and development #performance improvement #instructional processes #professional development
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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.