Effective training: Systems, strategies, and practices
). Effective training: Systems, strategies, and practices (7th Ed.). Sage Publications, Inc. ISBN 13: 9781071927809
1: define “transfer of training”. Describe two issues that influence training transfer and briefly explain how these issues could be minimized
2: briefly describe the importance of evaluating training outcomes on a Results level. Present a high-level strategy for a Results evaluation. Be sure to address how, when, and how often you would evaluate.
3: briefly describe how you would create an employee development plan for ONE of the following job titles: fast food cashier or junior accountant. How would you design the program and what methods would you use to help the employee in job development for future roles?
4: assume you are developing a management training program for entry-level employees in a retail environment. Briefly describe 3 differences in what you would focus on based on whether your organization has a “cost leader” or a “market leader” strategy.
Sample Solution
Transfer of training refers to the application of knowledge, skills, and behaviors learned in a training program to the actual job setting. It is the ultimate goal of any effective training initiative.
Two issues that influence training transfer are:
- Lack of opportunity: Employees may not have the opportunity to practice the skills they learned in training on the job. This can be due to factors such as workload, time constraints, or a lack of supportive work environment.
- Lack of reinforcement: If the behaviors learned in training are not reinforced or rewarded in the workplace, employees may be less likely to apply them. This can be due to factors such as inconsistent feedback, lack of recognition, or a negative work environment.
Full Answer Section
To minimize these issues:
- Create opportunities for practice: Provide employees with opportunities to practice the skills they learned in training on the job, either through job rotation, simulated exercises, or project assignments.
- Provide ongoing reinforcement: Offer positive reinforcement for employees who apply the skills they learned in training. This can include praise, rewards, or recognition.
- Foster a supportive work environment: Create a work environment that encourages learning and development, and provides employees with the resources and support they need to succeed.
2. Evaluating Training Outcomes at the Results Level
Evaluating training outcomes at the Results level means assessing the impact of the training on the organization's overall performance and objectives. This involves measuring changes in key performance indicators (KPIs) that are directly related to the training content.
A high-level strategy for Results evaluation would include:
- Identifying relevant KPIs: Determine the specific KPIs that are most relevant to the training objectives. These might include sales figures, customer satisfaction ratings, or productivity metrics.
- Establishing a baseline: Measure the baseline values of the KPIs before the training program.
- Collecting data: Collect data on the KPIs after the training program has been implemented.
- Analyzing the data: Compare the post-training data to the baseline data to assess the impact of the training on performance.
When and how often to evaluate:
- Initial evaluation: Conduct an initial evaluation shortly after the training program is completed to assess immediate learning and knowledge retention.
- Follow-up evaluations: Conduct follow-up evaluations at regular intervals to assess the long-term impact of the training on performance. The frequency of these evaluations will depend on the nature of the training and the specific KPIs being measured.
3. Employee Development Plan for a Junior Accountant
For a junior accountant, an employee development plan should focus on developing technical skills, soft skills, and career progression.
Program Design:
- Needs assessment: Conduct a needs assessment to identify the specific skills and knowledge gaps of the junior accountant.
- Learning objectives: Set clear and measurable learning objectives based on the needs assessment.
- Training methods: Choose appropriate training methods, such as on-the-job training, mentoring, coaching, or formal courses.
- Performance reviews: Implement regular performance reviews to track progress and provide feedback.
Methods to help the employee in job development for future roles:
- Mentorship: Assign a mentor who can provide guidance, support, and career advice.
- Rotational assignments: Give the employee opportunities to work in different departments or roles to broaden their experience.
- Project-based learning: Assign the employee to challenging projects that require them to apply their skills and knowledge.
- Professional development opportunities: Encourage the employee to attend conferences, workshops, and other professional development activities.
4. Management Training Program for Entry-Level Employees
Differences based on organizational strategy:
Cost Leader Strategy:
- Focus on efficiency: Emphasize cost-saving techniques and process improvement.
- Train on operational skills: Provide training on tasks such as inventory management, scheduling, and budgeting.
- Promote standardization: Train employees on company policies, procedures, and standards.
Market Leader Strategy:
- Focus on customer service: Emphasize excellent customer service skills and building customer relationships.
- Train on innovation: Encourage creativity and problem-solving skills to develop new products or services.
- Promote adaptability: Train employees to be adaptable and flexible in a rapidly changing market.