Human Resource

Management
Lecture-22

Learning Theory and Employee

Training

Learning
is a relatively permanent
change in behavior that results
from direct or indirect
experience.

Learning organization

is one whose employees

continuously attempt to learn
new things & to use what
they learn to improve product
or service quality.

The bottom line

All managers should
understand the basic
purposes and processes of
both training &
development
and also recognize the role

Challenges in Training
Is training the solution to the problem?
Are the goals of training clear and realistic?
Is training a good investment?
Will the training work?

Training Need
Job behavior inappropriate

or
Knowledge or skill level inadequate

and
Problems can be corrected through
training

Training

Phase 1
Needs Assessment

Assessing Training Needs

Number of employees
experiencing skill deficiency
Severity of skill deficiency
Importance of skill
Extent to which skill can be
improved with training

Determining Training Needs

Selfassessments
Company
records
Customer
complaints
New
Technology

Employee
grievances
Interviews
with
managers
Customer
satisfaction
surveys
Observation

What is the
Context?
Organization
Analysis

Person
Analysis

Task
Analysis

In what do they
need training?

Who Needs the Training?

Conduct gap analysis (what is

vs. should be)

Establish objectives &

priorities

Phase 2: Designing Training

Assess trainee readiness

Basic skills needed, self-efficacy

Consider learning styles

Remember

Hear
Hear & see
Hear, see, & do

Improves
remembering

Step 3: Delivering the Training

Conduct pilot, revise

Make logistical decisions
Consider internal vs
outsourced/external training
Online learning

Training Methods

Lecture
Case method
Simulations
Internships
Mentoring
Discussions
Games
Role playing
Computer-based
Video training

Workplace Training
Methods

On-the-Job

Off-the-Job
Individualized

On-the-job training (OJT)

Training is at the actual work
site using the actual work
equipment

Off-the-job training
Training is at a training facility
designed specifically for
training

Transfer of Training

From
Classroom

To Job

DontWhy
learn
materialof Training
Transfer
Fails
Dont understand
real life
applications
Lack of confidence
Forgetting the material

Step 4: Evaluation of Training

What to Evaluate ?
Trainee reactions
Testing
Performance appraisal
Records of organizational
performance

Pre-test and posttest of trainee

performance

Trainee evaluations of
training/development
program

Sources of
evaluation
information

Measurements of change
in organizational
performance

Evaluation Design
Trainee
Group

Pretest

Post-test

Control
Group

Pretest

Post-test