8 Training

the
Workforce

8-1
 Training Challenges…

• Who needs training?

• When is training necessary?
• What makes training programs effective?
• What are costs and benefits of computer-
based training?
• How are training outcomes measured?

© 2004 by Prentice Hall 8-2

Terrie Nolinske, Ph.D.
 Training Development

Current job Current / Future jobs

Individuals Individuals or groups
Immediate Long term
Fix skill deficit Future demands

© 2004 by Prentice Hall 8-3

Terrie Nolinske, Ph.D.
 Training

The process of providing

employees with specific skills or
correcting deficiencies in their
performance.

© 2004 by Prentice Hall 8-4

Terrie Nolinske, Ph.D.
 Training Challenges

• Is training really the solution to the

problem?
• Are the goals of training clear
and realistic?
• Is training a good investment?
• How will we know whether the
training worked?
© 2004 by Prentice Hall 8-5
Terrie Nolinske, Ph.D.
 The Training Process: Phase 1
Needs Assessment

• Organizational
Analysis

• Task Analysis

• Personnel Analysis

© 2004 by Prentice Hall 8-6

Terrie Nolinske, Ph.D.
 The Training Process: Phase 2
Development
• Determine budget
• Identify institutional support
• Identify training objectives
• Research content
• Determine time on specific content
• Determine methods of delivery
• Develop handouts
© 2004 by Prentice Hall 8-7
Terrie Nolinske, Ph.D.
 Behavioral Objectives Contain…

Subject
Action verb
Degree
Condition

© 2004 by Prentice Hall 8-8

Terrie Nolinske, Ph.D.
Methods of Delivery include…

© 2004 by Prentice Hall 8-9

Terrie Nolinske, Ph.D.
 Training Process: Phase 3
Implementation
Comfortable room temperature
Workspace / Chairs
Adequate lighting
Good sightlines for all
Appropriate room set up

© 2004 by Prentice Hall 8 - 10

Terrie Nolinske, Ph.D.
 The Training Process: Phase 4
Evaluation
• reactions to training at the time of
training
• learning during training
• application of new skills / knowledge
back on the job
• overall training effectiveness

© 2004 by Prentice Hall 8 - 11

Terrie Nolinske, Ph.D.
 The Training Process: Phase 4
Evaluation (cont’d)

• Questionnaires
• Focus groups
• Interviews
• Test ability or knowledge

© 2004 by Prentice Hall 8 - 12

Terrie Nolinske, Ph.D.
 For Successful Training,
• tie training content to work functions and
day to day operations.
• include everyone in the process.
• be flexible when / where training happens.
• use a variety of training methods.
• provide ongoing feedback.
• ensure employee confidentiality.
• get the support of top management.
© 2004 by Prentice Hall 8 - 13
Terrie Nolinske, Ph.D.
 Development

An effort to provide employees

with the abilities
the organization
will need in
the future.

© 2004 by Prentice Hall 8 - 14

Terrie Nolinske, Ph.D.
 Creativity
Phase I: Imaginative

Phase 2: Practical

Creativity can be developed to generate

innovative ideas and solutions to problems.

© 2004 by Prentice Hall 8 - 15

Terrie Nolinske, Ph.D.
 To Increase Creativity use…

• Analogies and Metaphors

• Free Association

• Personal Analogy

• Mind Mapping

© 2004 by Prentice Hall 8 - 16

Terrie Nolinske, Ph.D.
 Socialization
• Meet people who can tell you how to
succeed
• Get to know four new people in the
first two weeks
• Meet with boss during first month
• Complete a project during first month
(shows initiative and teaches about
parts and culture of the firm)
© 2004 by Prentice Hall 8 - 17
Terrie Nolinske, Ph.D.