Teaching O Level Physics for Understanding

1. 1 Training & Development Paul L. Schumann, Ph.D. � 2011 by Paul L. Schumann. All rights reserved.

2. Strategic Training & Development Process Business strategy What�s the mission, values, goals? Strategic T&D initiatives What T&D initiatives will support the business strategy? T&D activities What specific T&D activities should be implemented? Metrics that show the value of T&D 2

3. 3 Training & Development Training: focus on current job Development: focus on future jobs

4. 4 Steps in the Training Process 1. Training needs assessment 2. Ensure employee readiness 3. Create learning environment 4. Ensure transfer of training 5. Select training methods 6. Evaluate training

5. 5 1. Training Needs Assessment Organizational analysis Support of managers & peers Company strategy Training resources

6. 6 1. Training Needs Assessment Person analysis Person characteristics Input Output Consequences Feedback

7. 7 1. Training Needs Assessment Task analysis Select jobs Develop preliminary list of tasks performed on the selected jobs Confirm the list of tasks Identify the knowledge, skills, & abilities required to successfully perform each task

8. 8 2. Ensure Employee Readiness Motivation to learn Self-efficacy Understand the benefits of training Awareness of training needs, career interests, & goals Understand work environment characteristics Awareness of employees� basic skill levels

9. 9 3. Create Learning Environment Conditions for learning Objectives of the training program Meaningful training content Opportunities for practice Feedback Learn by doing, observing others, & sharing experiences in �communities of practice� Good program administration Facilitate recall of training content

10. 10 3. Create Learning Environment Learning requires effective practice sessions Provide sufficient practice time Distribute practice sessions over multiple days Allow time for overlearning

11. 11 4. Ensure Transfer of Training Climate for transfer Manager support & action plan Peer support & support network Opportunity to perform Technology support Self-management skills

12. 12 5. Select Training Methods Off-the-job training Classroom instruction Teleconference Webcast Audio-visual instruction Lectures Case studies Simulations

13. 13 5. Select Training Methods On-the-job training Managers or peers provide training Observation Explanation Imitation

14. 14 6. Evaluate Training 4 Levels of Evaluation (Kirkpatrick): Reaction: satisfaction of trainees Learning: test trainees Behavior: job performances of trainees Results: payoff for organization Evaluation designs: One-shot posttest-only design One-group pretest-posttest design Pretest-posttest control-group design

15. 15 Steps in the Training Process 1. Training needs assessment 2. Ensure employee readiness 3. Create learning environment 4. Ensure transfer of training 5. Select training methods 6. Evaluate training

16. 16 Employee Development Training: focus on current job Development: focus on future jobs Provide formal education programs Assess employee�s potential Provide developmental job experiences Provide developmental interpersonal relationships