CHAPTER 8: DESIGNING AND EVALUATING TRAINING SYSTEM

8.5 Motivating Employees to Learn During Training

REMARKS DEFINITIONS TERMS

Can be used to motivate learning, can be made contingent on a Incentives
variety of factors, including completion of a training course,
demonstration of new knowledge, demonstration of a new skill,
or an increase in actual job performance.
An employee participates in a training program that is designed Skill-Based Pay
to increase a particular skill an employee needs either to be
promoted or to receive a pay raise.

Skill-based pay not only provides incentives for employees to

successfully complete training but also results in increased
savings for an organization.
There are four common skill-based pay plans, namely vertical Four Common Skill-Based
skill plans, horizontal skill plans, depth skill plans, and Pay Plans
basic skill plans.
Pay for skill in a single job. Vertical Skill Plans

Focus on skills used across multiple jobs. Horizontal Skill Plans

Reward employees for learning specialized skills. Depth Skill Plans

Focus on such basic skills as math and English. Basic Skill Plans

Employees will be more motivated to learn when the training Interest

program is interesting.

Providing employees with specific information about how well Feedback

 they are performing a task or series of task

Negative feedback
Telling employees what they are doing incorrectly in order to
improve their performance of a task.

8.2 Ensuring Transfer of Training

REMARKS DEFINITIONS TERMS

Transfer of training
The extent to which behavior learned in training will be
performed on the job.
Use Realistic Training
Research in learning has indicated that the more similar the Programs
training situation is to the actual job situation, the more effective
training will be
Practicing a task even after it has been mastered in order to Overlearning
retain learning

One other method for getting employees to apply what they Provide Employees with
have learned in training is to train all the employees in a work the Opportunity to Apply
area (team) at the same time. Their Training
An important factor in employee motivation to apply training is Ensure Management Is
the atmosphere set by management. That is, employees are Supportive of the Training
most likely to apply their new knowledge and skills if
supervisors encourage and reward them to do so.
The use of knowledge and skills learned in training can also be Employees Set Goals
encouraged by having employees set goals.

8.3 Putting It All Together

REMARKS DEFINITIONS TERMS

 Several Factors Will Affect
 Employees must have the skills and abilities to complete Its Success
the training successfully. For example, if an employee is
not bright enough to learn a computer program or
doesn’t have the dexterity to perform intricate
microelectronics assembly, no amount of training will
improve his performance.
 There should be minimal outside factors (e.g., work or
family problems) that might distract the employee and
keep him from concentrating on the training program.
 Employees must be motivated to learn. That is, they
must perceive that training is needed, that the training
program meets their expectations, that they have the
ability to complete the training (self-efficacy), and that
there will be some reward for performing well.
 The training method (e.g., programmed instruction,
behavioral modelling, and lecture) must be a good match
for the employee’s learning style, ability, and personality.
 The training method must be a good match for the type
of material being learned (e.g., knowledge vs. a physical
skill).
 The training program must allow for goal setting, positive
feedback, distributed practice, overlearning, and the
chance to practice and apply the material learned
(transfer of training).
 There must be an opportunity and encouragement to use
the newly acquired knowledge at work.

8.4 Evaluation of Training Results

REMARKS DEFINITIONS TERMS

 It is essential that they be evaluated to determine if they can be Evaluating training
improved, should continue to be offered, and whether they
significantly increase performance or affect positive changes in
behaviour.
There are many ways to evaluate the effectiveness of a training Research Designs for
program, and two factors differentiate the various methods. The Evaluation
Cognitive Ability first involves practicality, and the second is concerned with
experimental rigor.
The first measurement, a pre-test, is taken before the Method To Measure
implementation of training. The second measurement, a post- Performance Or Job
test, is taken after the training program is complete. A diagram Knowledge
of this simple pre-test-post-test design is as follows:
Pre-test - Training - Post-test

Without a control group, that interpretation is not necessarily

correct. To overcome these problems, a control group should
be used.
The diagram for a pre-test/post-test control group design looks
like this:
Experimental group: Pre-test-Training-Post-test
Control group: Pre-test- Posttest
An extensive method of evaluating the effectiveness of training Solomon Four-Groups
with the use of pre-tests, post-tests, and control groups. This Design
design allows a researcher not only to control for outside
effects, but also to control for any pre-test effect.
 Group 1 Training- Post-test
 Group 2 Pre-test- Training –Post-test
 Group 3 Pre-test - Post-test
 Group 4 Post-test
There are six levels at which training effectiveness can be Evaluation Criteria
measured: content validity, employee reactions, employee
learning, and application of training, business impact, and
 return on investment.

Content Validity
The only way that training can be evaluated is by comparing
training content with the knowledge, skills, and abilities required
to perform a job.

A method of evaluating training in which employees are asked Employee reactions

their opinions of a training program.

Employee learning
Evaluating the effectiveness of a training program by measuring
how much employees learned from it.

Application of training
Measurement of the effectiveness of training by determining the
extent to which employees apply the material taught in a
training program.

Business impact
A method of evaluating the effectiveness of training by
determining whether the goals of the training were met.

Return on investment
The amount of money an organization makes after subtracting (ROI)
the cost of training or other interventions.

8.6 Focus on Ethics: The Ethics of Using

Role-Play in Employee Trainings

REMARKS DEFINITIONS TERMS

Good teaching tools when training employees on what is called Role-Plays
the “soft skills” of the workplace.

Refer to the interpersonal skills, and include skills pertaining to Soft skills
such areas as conflict management, stress management,
customer service skills, communication skills, and mediation
skills.
MULTIPLE CHOICE QUESTIONS.
1. If a job analysis indicates that knowledge of electronic circuitry is necessary to perform a job, then a seminar that is designed to
teach this knowledge would have_______________.
a. Content Validity
b. Evaluation Criteria
c. Employee Reaction
d. Employee learning

2. As an__________, there are many employers that reimburse their employee's tuition for university degrees or other professional
development programs. This motivates employees to continue pursuing additional education or certification.
a. Role-Plays
b. Negative feedback
c. Incentives
d. Evaluation

3. Sophia is an employer of Riego Real Estate Company, receives a comment from her manager that “she excels when working
individually, but struggles to complete group tasks and projects.”
a. Feedbacks
b. Insight
c. Positive Feedback
d. Negative Feedback

4. Ronie doesn’t go home when he has achieved a nearly perfect on his presentation; he will spend hours on the office practicing the
same script over and over, so when he is in front of a crowd, he is able to perform the same task without distraction.
a. Overlearning
b. Hardworking
c. Business impact
d. Employees Set Goals
5. After Ryla successfully performed her task, the manager told her “I know this goal wasn’t easy. How you managed to set it and
systematically work towards it until you achieved it truly speaks to your intelligence, tenacity, and perseverance.
a. Feedback
b. Comments
c. Insights
d. Perception

6. After completing a safety course, ____________ occurs when the employee uses learned safety behaviors in their work
environment.
a. Employees Set Goals
b. Evaluating Training
c. Transfer Of Training
d. Negative Feedback

7. Snow a student who’s searching for a job to support her study, looking to the internet she found a work that arousing her curiosity.
a. Skill-Based Pay
b. Interest
c. Incentives
d. Post-test

8. Kajik wanted to become a call center agent, before the training be implemented, the manager expose him what the call center agent
really do to test his capability and skills. Through this they will know what aspect of Kajik need an improvement.
a. Post-test
b. Experience
c. Pre-test
d. None of the above
9. Due to the recent earthquake in the San Francisco area all of our shops and offices in the area will be closed until the emergency
declared by the state and city are lifted. There will be restricted access to several corporate and retail locations for a period of time.
Locations will require a clean-up and evaluation of stock to identify damaged items.
a. Overlearning
b. Hardworking
c. Business impact
d. Employees Set Goals

10. Relani attend the training program about cooking, baking and other beverages. After the program, one of a staff approach her and
ask an opinion about the said program.
a. Content Validity
b. Evaluation Criteria
c. Employee Reaction
d. Employee learning
ANSWER KEY OF MULTIPLE-CHOICE QUESTIONS.

1. A. CONTENT VALIDITY
2. C. INCENTIVES
3. D. NEGATIVE FEEDBACK
4. A. OVERLEARNING
5. A. FEEDBACK
6. C. TRANSFER OF TRAINING
7. B. INTEREST
8. C. PRE-TEST
9. C. BUSINESS IMPACT
10. C. EMPLOYEE REACTION
FILL IN THE BLANKS.
1. The term ____________ does not have the same meaning in training that it has on most college campuses. In training, it means
practicing a task even after it has been successfully learned.
2. Another essential aspect of motivating employees to learn is to provide__________.
3. Can be used to motivate learning, can be made contingent on a variety of factors, including completion of a training course,
demonstration of new knowledge, demonstration of a new skill, or an increase in actual job performance.___________.
4. ______________It is essential that they be evaluated to determine if they can be improved, should continue to be offered, and whether
they significantly increase performance or affect positive changes in behavior.
5. ______________an extensive method of evaluating the effectiveness of training with the use of pre-tests, post-tests, and control
groups.
6. The amount of money an organization makes after subtracting the cost of training or other interventions is _______________.
7. _______________is method of evaluating training in which employees are asked their opinions of a training program.
8. ______________is telling employees what they are doing incorrectly in order to improve their performance of a task.
9. One of common skill-based pay plans that focus on skills used across multiple jobs is __________.
10. _________ a method to measure performance or job knowledge that is taken before the implementation of training.
ANSWER KEY OF FILL IN THE BLANKS.

1. OVERLEARNING
2. FEEDBACK
3. INCENTIVES
4. EVALUATING TRAINING
5. SOLOMON FOUR-GROUP DESIGN
6. RETURN ON INVESTMENT (ROI)
7. EMPLOYEE REACTIONS
8. NEGATIVE FEEDBACK
9. HORIZONTAL SKILL PLANS
10. PRE-TEST