Training

Systematic acquisition of skills, rules, concepts, or attitudes that result in improved performance in another environment (GF).

Process of developing skills in order to more effectively perform a specific job, task/task or to gain certain knowledge (BMR).

The Scope of Instructional Process

In 1998, @ employers spent $55 billion on formal training

In 2000, @ $200 billion/year spent on training

1 million people make a living in this country doing training

Assessed at Several Levels

Individual-Work group (team)OrganizationalHas to move organization forward.WIIFM/WIIFO?External environment

KASA

K = foundation-organized body of knowledge

A = cognitive capabilityS = specific to task-capability to

perform job operations with ease and precision

A = affect, emotion, feeling towards task, job, place…Motivation

Why train?

The GAP.Gap = the difference between what

we want and what we get G=www-wwg

Gap = the difference between how it should be done and how it is being done G=sbd-ibd

What do we know about the business of “training?”

ASTD has 70,000 members from 100 countries and over 1000 different companies

Ethical considerations Voluntary consent Discrimination Cost effectiveness Accurate portrayal Competency in training ISPI Code of ethics (http://ispi.org/)

What do we know about the business of “training?”

Practitioner roles Design and development

recognized as most significant parts of practitioners work.

What do we know about types of training and methods? Most money is spent on high-

level prof. and technical skill management development.

What do we know about the business of “training?”

What do we know about types of training and methods? Most training is still classroom based (CBI)

or Instructor led (over 60%) Consider CAT University Emerging technologies can improve

teaching and learning when training design dictates

consider Leading Edge companiesFocus should be on Benefit and not only

cost

Education

Process of imparting knowledge or information (Kline) Training emphasizes doing-education

emphasizes knowing Training emphasizes achieving a certain

level of skill attainment- education often evaluates mastery by comparing one student to another.

Training is more a closed system-education operates more as an open system

Education Training emphasizes requirements to

perform a specific job linked to a specific job duty-education is often less linked to a specific job

Training is more likely to offer a comprehensive list of skills required to perform a specific behavior-education is less likely to provide a complete summary of all information on a specific subject.

Role of “critical thinking?” Pedagogy vs. andragogy

Development

Conceptual understanding of the “why.” How do KSAA fit into overall

organization? Any behavior, strategy, design,

restructuring, skill or skill set, strategic plan, or motivational effort that is designed to produce growth or change over time.

Training Process

Analysis (assessment)DevelopmentDesignImplementEvaluate

Communication Training and Development

The ability to communicate effectively across the organization and beyond (external).

Effectively communicating need, intervention, and training.

Examples of training topics? Consider challenges of TD….

Consulting

Consulting Approaches (Schein) Purchase approach Doctor-Patient Approach Process Approach

Human Performance Technology The process of selection, analysis, design,

development, implementation, and evaluation of programs to most cost effectively influence human behavior and accomplishment.

It is the systematic and holistic identification and removal of barriers to individual and organizational performance (ISD).

Critical elements include: needs assessment & analysis, determine appropriate intervention, evaluation, FB (formative & summative)

Human Performance Technology

Human: the individuals and groups that make up our organizations

Performance: activities and measurable outcomes

Technology: a systematic and systemic approach to solve practical problems

http://ispi.org/services/whatshptmodel.pdf

Principles of HPT Focuses on outcome. Takes a systems view. Adds value. Establishes partnerships. Systematic in assessment of need/opportunity. Systematic in analysis of work/workplace to ID

cause/factors that limit performance. Systematic in design of solution/intervention

(requirements-may not be training) Systematic development/creation of solution. Systematic & fluid deployment of solution. Systematic evaluation of transfer.

Leadership

Reward System

Job Aids

CultureValues

PersonnelSelection

Reward System