Identifying Training Needs Chapter #3. Why is demand for t and d increasing? Globalization Need for...
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![Page 1: Identifying Training Needs Chapter #3. Why is demand for t and d increasing? Globalization Need for leadership Need for more knowledge workers Expanding.](https://reader030.fdocuments.in/reader030/viewer/2022032804/56649e545503460f94b4a6a5/html5/thumbnails/1.jpg)
Identifying Training Identifying Training NeedsNeeds
Identifying Training Identifying Training NeedsNeeds
Chapter #3Chapter #3
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Why is demand for t and d increasing?
• Globalization• Need for leadership• Need for more knowledge
workers• Expanding job market• Retiring boomers
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AMA Survey• 38% of job applicants lack
necessary reading, writing, and math skills
• Retiring baby boomers• Increased diversity
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Steps involved in program construction and
evaluation • 1. Training needs analysis• Organization level
• Task level• Person level
• Only 27% programs begin with needs assessment.
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Training Steps cont.• 2 Employee readiness• 3. Objectives and outcomes• 4. Evaluation plan• 5. Select methods, deliver
program• 6. Monitor, evaluation, followup
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At organizational level• Number ## 1 question• Will training help??????
• SWOT Analysis– Look at internal and external factors– Long and short term goals– Page #43
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Do all performance gaps mean training is
needed?
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How many need training?
• Now?• In the future?
• Employment planning #45• Concept Testing
• Attain core sample of ee• Survey sample of opinions
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What role does organizational culture
play?• (Sea gull effect)
• Look #48 and #49
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Task Analysis• Steps• Job Descriptions.>>>• Task identification>>>• KSA identification>>>>• Course objectives >>>>• Design program look#51
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Job Descriptions• May not be any• May be old• May be incomplete if so• You will have to observe
• What tasks?• What responsibilities?• What KSA are needed?
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Methods of task analysis # 56.57,58
• Stimulus Response• Time Sampling• Linear Sequencing• Critical incident• Job inventories Look #60• Future orientation job analysis
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Next Where are performance gaps?
• KSA Identification• Knowledge, Skills, Ability• (Attitude)
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After discovering performance gaps
• Then set outcomes and learning objectives.
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• Outcomes /objectives must be• Specific• Measurable• Achievable• Realistic• Time limitations (SMART)
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After goals are set• …then set evaluation methods• …and design the program• ….how will objectives be achieved?• Should we outsource?• What Methods?• Where should we train?
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Program design must have both
• Content validity• training on KSA’s that are
relevant to the job
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Individual Analysis• Who needs training and what
on?
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First Look at • Inputs
• Do they understand job– Do they have needed resources?
» Do they external interferences?
– Outputs– what standards success will be measured by?
• Consequences• Are they any incentives to perform?
• Feedback– Is it frequent and specific?????
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person analysis cont.• Look at• Motivation to learn• Basic skills• Cognitive ability• Readibility
• Readibility indexes
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Other measures of job behavior
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• Be careful of hidden judgmental errors
• Halo effects• Attractiveness• Bias
– selection bias demonstration
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Look # 66,67• Behavioral Expectation Scales
(BES)
• Behavioral Observation Scales (BOS
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Person analysis cont.• Economic measures
• Sales volume,injuries, scrapping, cycle times, absences, sick days etc.
• Proficiency measures– Work sampling, observation, written
job knowledge tests
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Person analysis cont.
• Self assessment– 360 degree
feedback demonstration.