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How can training be used to enhance performance?
What is performance Gap Analysis?
LEVEL 1
Organizational Level?
Examples of Organizational level compatibility with its environment:
LEVEL 2
Structural and systems level?
Structural and System level examples:
LEVEL 3
Process or task Level?
Examples of Process or Task Level
LEVEL 4
Individual Employee Level?
Individual Employee level examples:
Is Training the Answer?
Is training appropriate?
Performance Gap Analysis Variables are:
Training Needs Analysis must be performed at which levels?
Direction
Capacity
Consistency
Motivation
Expertise
Organization Level Analysis
Operational Level Analysis:
Employee level Analysis:
Training Objectives:
Learning principles, and their indication for training:
Learning:
Learning Principles:
Learning Principle 1.
Participation
Repetition
Relevance
Transference
Feedback
Spaced approach
TRAINING METHODS - One training method is not universal for all occasions, the particular method depends on the learning to be imparted.
The best methods depend on:
Learning is grouped under 2 broad categories:
Cognitive Learning:
Behavioural Learning:
On the Job Training Methods
Job Instruction Training (JIT)
Job Rotation
Apprenticeship
Coaching
Off the Job Training Methods
Lectures:
Case Study
Role-Playing
Training Evaluating Effectiveness
Identify Training Objectives
Identify Evaluation Criteria:
Criteria for training evaluation
Reaction to the program
Knowledge of the Material
Skills and behaviours
Attitudes
Organizational Results:
Identify Evaluation Methodology and designs:
