South University file:///C|/Users/CWATKIM/Desktop/What%20Is%20Good%20Training.html[6/12/2020 12:23:22 PM] What Is Good Training? In order for training to be effective and efficient, both learning and transfer are needed. Learning is a permanent change in human proficiencies that include knowledge, skills, attitudes, behaviors, and competencies. Transfer is a trainee effectively, efficiently, and continually applying what was learned in training on jobs. There are two important goals for transfer—generalization and maintenance. Effective learning and transfer require that consideration be paid to trainee characteristics, training design, and characteristics of the work environment. Specific Learning Outcomes: Verbal information includes names, labels, facts, and bodies of knowledge. Intellectual skills include concepts and rules to solve problems, serve customers, and create products. Motor skills include coordination of physical movements. Attitudes include beliefs and feelings that prompt a person to behave in a certain way. Cognitive strategies include strategies that regulate thinking and learning, determine what to attend to, regulate how to remember, and regulate how to solve problems. Understand both the reinforcement and social learning theories noted in your text. A need is a deficiency that one experiences. A need motivates one to behave to satisfy the deficiency. Need theories help explain the value that one places on outcomes. Need Theories Effective and efficient employees provide the avenue to intensify profits, viability, and growth. Numerous theories by people, including Maslow, Herzberg, McClelland, and Alderfer, proffer employees’ satisfaction, and therefore, their performance is grounded by the efficiency and effectiveness with which the company fulfills employees’ needs. Review each theory to learn more. These theories suggest that understanding learners’ needs will facilitate their motivation to learn. Implications of the learning process and transfer of training for instruction include: Employees need to know the objectives. Employees need meaningful training content. Employees need opportunities to practice. javascript:void(0); javascript:void(0); South University file:///C|/Users/CWATKIM/Desktop/What%20Is%20Good%20Training.html[6/12/2020 12:23:22 PM] Employees need a number of pre-practice conditions. Employees need practice involving experience. Employees need to commit training content to memory. Employees need feedback. Employees learn through observation, experience, and interaction. Employees need training programs to be properly coordinated and arranged. Employees need encouraged trainee responsibility and self-management. The work environment should support learning and transfer. Additional Materials From your course textbook, Employee Training and Development, read the following chapters: Needs Assessment Learning and Transfer of Training Local DiskSouth University South Unive.

1. South University
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aining.html[6/12/2020 12:23:22 PM]
What Is Good Training?
In order for training to be effective and efficient, both learning
and transfer are needed. Learning is a
permanent change in human proficiencies that include
knowledge, skills, attitudes, behaviors, and
competencies. Transfer is a trainee effectively, efficiently, and
continually applying what was learned in
training on jobs. There are two important goals for transfer—
generalization and maintenance. Effective
learning and transfer require that consideration be paid to
trainee characteristics, training design, and
characteristics of the work environment.
Specific Learning Outcomes:
Verbal information includes names, labels, facts, and bodies of
knowledge.
Intellectual skills include concepts and rules to solve problems,
serve customers, and create
products.
Motor skills include coordination of physical movements.
Attitudes include beliefs and feelings that prompt a person to
behave in a certain way.

2. Cognitive strategies include strategies that regulate thinking
and learning, determine what to
attend to, regulate how to remember, and regulate how to solve
problems.
Understand both the reinforcement and social learning theories
noted in your text. A need is a
deficiency that one experiences. A need motivates one to behave
to satisfy the deficiency. Need
theories help explain the value that one places on outcomes.
Need Theories
Effective and efficient employees provide the avenue to
intensify profits, viability, and growth.
Numerous theories by people, including Maslow, Herzberg,
McClelland, and Alderfer, proffer
employees’ satisfaction, and therefore, their performance is
grounded by the efficiency and
effectiveness with which the company fulfills employees’ needs.
Review each theory to learn more.
These theories suggest that understanding learners’ needs will
facilitate their motivation to learn.
Implications of the learning process and transfer of training for
instruction include:
Employees need to know the objectives.
Employees need meaningful training content.
Employees need opportunities to practice.
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3. javascript:void(0);
South University
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Employees need a number of pre-practice conditions.
Employees need practice involving experience.
Employees need to commit training content to memory.
Employees need feedback.
Employees learn through observation, experience, and
interaction.
Employees need training programs to be properly coordinated
and arranged.
Employees need encouraged trainee responsibility and self-
management.
The work environment should support learning and transfer.
Additional Materials
From your course textbook, Employee Training and
Development, read the following chapters:
Needs Assessment
Learning and Transfer of Training
Local DiskSouth University

4. South University
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[6/12/2020 12:28:05 PM]
Needs Assessment
“Needs assessment” refers to the process of determining
learning needs and opportunities and
analyzing whether training is necessary. Needs assessment
provides a multilevel perspective to
guarantee that different perspectives are taken into account
during the assessment:
Organization analysis
Person analysis
Task analysis
If not performed or performed poorly, any one or more of the
following may transpire:
Incorrect training can be used to solve performance difficulties.
Training can have wrong content, objectives, or methods.
Trainees could be sent to training programs with insufficient
skills, knowledge, and ability.
Training may not deliver goals, objectives, behavior change, or
financial results.
Training could depend on:

5. Legislation
Skills, knowledge, and ability
Performance
Technology
Customer requests
Customer dissatisfaction
Products/Innovations
Higher performance standards
Depending on specific circumstances, employee selection, better
on-the-job supervision, or job
redesign might be the solution.
Knowledge of outcomes helps to ensure that the most
appropriate data is collected during the needs
assessment process. This includes:
What to learn
Who to train
What training type is needed
What training frequency is required
Whether to buy or provide in-house training

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The key stakeholders are leaders, managers, trainers, and
employees:
Company leaders should anticipate training needs, align them
with the business strategy, and
ensure that the training is integrated to add value to the
company.
Managers must know how training impacts their financial goals,
how the training cost takes a
slice out of the budget, which employees need training, and
what jobs are included in the
training.
Trainers must know whether training and the business strategy
are aligned, should training be
purchased or be in-house, what content is in the focus, what
training methods should the
employees use, and what degree of management support is
required.
Employees should determine their own learning needs for their
current and future employment
prospects, along with their motivation to learn.
Subject matter experts (SMEs) may be good resources. Experts
may include individuals such as
employees, managers, technical experts, suppliers, and
academics; knowledge could include:

7. Training issues or tasks
Knowledge, skills, and abilities for effectiveness and efficiency
Necessary equipment
Conditions and performance of tasks
Barriers While Conducting a Needs Assessment
In order to efficiently and effectively build planning and actions
to overcome any roadblocks to the
needs assessment process, the challenges given below should be
taken into consideration.
Given below are the barriers, or disadvantages, of needs
assessment, listed according to the type of
method employed (Noe, 2017):
Review the tabs to learn more.
The assessor requires skill in observation
Being observed may affect employee behavior
Has potentially low response rates from employees
May lack detail as all the criteria may not be considered
Is time consuming
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8. May have potentially socially desirable responses
Is difficult to analyze
Are time consuming
May have potentially socially desirable responses
Are difficult to analyze
May be difficult to understand
Are potentially obsolete
Has low response rates
May threaten employees (data may be used to punish rather than
train)
May be inaccurate
May be incomplete
May not be fully reflective of performance
Additional Materials
From your course textbook, Employee Training and
Development, read the following chapters:
Needs Assessment
Learning and Transfer of Training

9. South University
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Local DiskSouth University