Employee training chapter 3 presentationPresentation Transcript
Employee Training Chapter 3 Presentation Needs Assessment
Effective Training Practices Involve the use of a Training design process Instructional Design begins with a Needs Assessment Helping to identify & ensure: Employee motivation Skills needed to learn Positive learning environment Employees uses skills learned on the job Selection of appropriate training methods Evaluation of successful training
Needs Assessment answers the Question: Is training needed? If so, select a training method, but before doing so Determine Type of Training needed See chapter 2 “Strategic Training” where organizational strategy helps to determine Frequency & Type of training Determine if employees are willing to Learn
Chapter 3 Objectives What is the role of analysis: organization, person, task? What are the Advantages & Disadvantages of Methods of Assessment? What are the concerns of Upper and Lower level managers/trainers in Needs Assessment? How do they ensure employees are receptive to learning? What influences performance and Learning? What are the steps of Task Analysis? How can you determine which tasks employees need to improve? What are Competency Models and how can you develop one?
What is the role of analysis: organization, person,task? Organizational Analysis Person Analysis Task Analysis• Link training to organizational • Determine training issue: lack • Identify strategy of knowledge, skill, ability, tasks, skills, knowledge &• Determine resources available work design, or motivation behaviors needed for task• Support managers & peers for • Identify candidates for training completion training activities • Determine employee readiness for training
What are the Advantages & Disadvantages ofdifferent Techniques of Assessment? Advantages Disadvantages Objective Time consuming Time effective Materials & Data may be obsolete, inaccurate or incomplete Cost effective Expensive Good source of data or procedures
What are the concerns of Upper and Lower level managers/trainers in NeedsAssessment? How do they ensure employees are receptive to training?Managers & Trainers Employee ReceptivenessConcerns Is training needed to Offer feedback support company regarding strengths & objectives & strategy? weaknesses What is the role of training in relation to selection & Minimize work compensation? interruptions How will training affect our Do not use the results financial goals? of needs assessments What do we need to do to to punish employees administer, develop & support a training program?
What influences performance and Learning? Work environment Personal characteristics (values, beliefs, attitude & Motivation) Resources available to help employees perform Consequences (incentives) Feedback
What are the steps of Task Analysis? How can youdetermine which tasks employees need to improve?4 Steps Needs Improvement Develop Competencies Select job to be Use Competency analyzed Models Develop list of tasks performed for the job Validate preliminary task list Identify skills, knowledge, or abilities required to successfully complete the job tasks
What are Competency Models and how can you developone? Competency Models are used to identify competencies necessary to successfully complete a job Select a competency to develop such as Leadership, technical, sales, or interpersonal Identify behaviors that represent proficiency Describe levels that represent proficiency or mastery Link competencies to company goals See figure 3.5 on page 140
Recall No single method of conducting a needs assessment is better than another. Therefore, multiple methods can be used Benchmarking or using information about other companies’ training practices can assist in determining type, level, & frequency of training