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MGMT 3331 Ch 8

Training Human Resources
by

Laura Guerrero UHCL

on 3 August 2017

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Transcript of MGMT 3331 Ch 8

Training Human Resources
Dr. Laura Guerrero
Why is training necessary?
Why not hire people who know the job and skip the training?
How do you link the company’s strategy to training? What is knowledge management? Is it important? Why or why not?
Explain
(1) training definition
TRAINING CATEGORIES
(2) legally required
(3) basic and remedial skills
(4) job and technical training
(5) soft skills
Explain ADDIE model ASSESSMENT
(1) what is training needs assessment
(2) organizational analysis
(3) job/task analysis
(4) individual analysis
(5) establishing training objectives (including knowledge, skill, attitude)
Explain TRAINING DESIGN
(1) what is training design?
(2) learner characteristics (ability to learn, motivation, self-efficacy, perceived utility/value, learning styles)
(3) instructional strategies (practice/feedback, overlearning, behavioral modeling, error-based examples, reinforcement and immediate confirmation)
(4) training transfer
(5) how would you train employees with low ability to learn who don’t perceive value in the training and don’t have a great deal of experience with classroom learning?
Explain TRAINING DELIVERY
(1) factors to consider
(2) internal training (informal, on-the-job, cross-training)
(3) external training (outsourced, government-supported job training, educational assistance programs)
(4) combination training approaches (cooperative/ apprentice training)
(5) what are the advantages/disadvantages of internal and external training?
TRAINING EVALUATION
(a) levels of evaluation (reaction, learning, behaviors and results)
(b) cost-benefit, return on investment, benchmarking
(c) training evaluation designs (post-measure, pre-/post-measure, pre-/post-measure with control group)
On your own, review sections on:
legal issues in training, orientation: evaluation and metrics, technology in training
Full transcript