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Training and Development 1

Training and Development chapter 1

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15 views26 pages

Training and Development 1

Training and Development chapter 1

Uploaded by

sukizhao1219
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Training, Development & Learning

To whom are training and


development important? Why?
Did you know
2015
56% access to $800 per
training employee
31-hrs per
employee 1 in 5 spend
47% Canadian >3% payroll
organizations $889 per
employee
provide training 32-hrs per
employee

2017
Performance Management

Activities & Develop Employees Improve Employee


Programs Performance Development Plans

S M A R T
• Specific • Measurable • Achievable • Realistic • Timely
Performance Management
TRAINING

DEVELOPMENT
Why Implement Training &
Development

STRATEGY STRUCTURE CULTURE


Instructional Systems Design
Model
How do get employees interested in
participating during training sessions?
What are some things that could
potentially help individuals learn?
What is Learning

Process of acquiring knowledge

Change in individual behaviours as a result of


some experience
• Formal
• Informal
Workplace Learning
Process of acquiring job-related knowledge and skills through formal training
programs and informal social interactions among employees

70% 20% 10% formal


experiences interactions learning
Types of Learning

Informal

• occurs naturally as part of work and is not planned or designed


by the organization
• spontaneous, immediate, and task-specific

Formal

• is structured and planned by the organization


Formal vs Informal
• Formal Learning • Informal Learning

Organization has Learner has


control control

Not individual
Individual specific
specific

Not used
Used immediately
immediately

Structured Unstructured

No specific
Specific outcomes
outcomes
Learning Outcomes

• Verbal information
• Intellectual skills
Gagné’s Model •
•
Cognitive strategies (cognitive outcomes)
Motor skills (skill-based outcomes)
• Attitudes (affective outcomes)

Kraiger and • Cognitive domain

Colleagues’ • Skill-based outcomes


• Affective outcomes

Model
Stages of Learning

RESOURCE
ACT THEORY ALLOCATION
THEORY
Act Theory

Knowledge Procedural
Declarative
compilation knowledge
Resource Allocation Theory

INDIVIDUAL DIFFERENCES IN THE REQUIREMENTS OF THE TASK SELF-REGULATORY ACTIVITIES


ATTENTION AND COGNITIVE
RESOURCES
Kolb’s Experiential
Learning Theory
Learning
Styles
Fleming’s VARK
Model
Kolb’s Learning Style

Converging Diverging

Assimilation Accommodating
Fleming’s Learning Style

Visual Auditory Read/Write Kinesthetic


The Learning Theories

Conditioning Theory Social Cognitive Theory


Conditioning Theory
Stimulus Behaviour Consequences
• Event or cue • Response • Positive
reinforcement
• Negative
reinforcement
• No consequence
• Punishment

Both forms of reinforcement will increase or maintain behaviour


Conditioning Process

Shaping

Chaining

Generalization
Social Cognitive Theory

Observation Self-Efficacy Self-Regulation


• Attention • Task performance • Goal-oriented cyclical
• Retention outcomes process
• Reproduction • Observation
• Reinforcement • Verbal persuasion and
social influence
• Physiological/emotional
state
Who was listening
What are the 3 major steps in the Instructional System Design?
Needs Assessment, Training Design & Delivery, Training Evaluation
What are the 3 steps in the conditioning process?
Shaping, Chaining, Generalization
True or False: Resource allocation theory explain what happens during each stage of the
learning process.
True
True or False: Social cognitive theory explains that learning is a relatively permanent
change in behaviour in response to stimulus.
False
What does SMART goals mean?
Specific, Measurable, Attainable, Relevant, Time-based
QUESTIONS?

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