Transcript Overview

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)
 Organizational
 Has to move organization forward.
 WIIFM/WIIFO?
 External environment
KASA
 K = foundation-organized body of
knowledge
 A = cognitive capability
 S = 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 highlevel 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 companies
Focus 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)
 Development
 Design
 Implement
 Evaluate
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
Reward System
Personnel
Selection
Job Aids
Culture
Values