No Trait and Treatment Interaction

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Effective Training Strategies Systems and Practices 2ndChapter FiveTraining Design Session Overview.
Identify and describe organizationalconstraints to training Determine the time required to preparea training program List and describe the costs associated.
with a training program Describe the purpose of alearning training objective Understand the components within alearning objective.
Chapter 5 2 Training Design PhaseInput Process OutputDetermine factorsthat facilitate.
learning transferIdentify alternativeNeeds Training method ofinstructionObjectives.
EvaluationOrganizational objectivesConstraints Chapter 8Chapter 5 3 Organizational Constraints.
Constraints Suggestion for How to Handle1 Need high level of stimulation1Incorporate a longer lead time toLaw fire drills prepare simulations role plays .
Task critical to the job policePurchase Simulators firing gun Mistakes costly airline pilot 2 Trainees vary in amounts of Consider modularization .
experience3 Trainees have large Use programmed instruction Havedifferences in ability levels high level of trainer traineeinteraction Chapter 5 4.
Organizational ConstraintsConstraints Suggestion for How to Handle4 Mix of employees and new Consider different traininghires trained on a new programs may be negativeprocedure transfer for employees but not for.
new hires 5 Long lag between end of Distribute practice through the lag training and use of the skill Provide refresher material and oron the job models for employees to follow 6 Short lead time Use external consultant or.
training package Chapter 5 5 Organizational ConstraintsConstraints Suggestion for How to Handle7 Bias against a type of Develop proof of effectiveness into.
training role play etc the training package Use another method 8 Few trainees available at Use programmed instruction any one time9 Small organization with Hire consultant purchase training .
limited funds Join consortium Chapter 5 6 Preparing a TrainingWhen estimating the time requiredto prepare training the three main.
types of questions Chapter 5 7 Determining time required toprepare training 1 of 4 Variables Level Of Effort For Design.
Low Medium High1 Designer knowledge extensive Moderate minimal knowledgeand skills related to knowledge and knowledge and skills and skillsinstructional design skills2 Designer knowledge extensive some knowledge no knowledge.
of subject matter knowledge3 Size and complexity of small medium size large complexthe target training group homogeneous moderately complex4 Designer s and client s always stick sometimes stick never sticktrack record for sticking.
Chapter 5 8 Determining time required toprepare training 2 of 4 Variables Level Of Effort For DesignLow Medium High.
5 the number of few 5 modules several 8 modules many 12 modules instruction modules6 Elements included in trainee manual instructor and instructor andthe training materials only participant manuals participant manuals overheads job aids.
7 client s or organization s minimal modest desktop extensiveexpectations regarding produced in publishing professionallypackaging house produced 8 what is considered first draft by designer designerfinal product designer client completes up to the completes all drafts .
does rest pilot finalizes after pilotChapter 5 9 Determining time required toprepare training 3 of 4 Variables Level Of Effort For Design.
Low Medium High9 data collection a focus group made a focus group and a several focusup of a few well few interviews groups and severalinformed people interviews10 designer s deals directly with deals with more deals with a complex.
interaction with the top decision maker than one level of labor managementclient decision makers committee11 client s level of approves general reviews and reviews andinvolvement direction and final approves key approves alldraft materials materials.
12 Amount of minimal moderate extensiveinteractivityChapter 5 10 Determining time required toprepare training 4 of 4 .
Low Medium HighTotals x 1 x 2 x 3 Add the weighted totals from the high medium and low columns to get anestimate of the number of days it will take to develop one day of instructor ledChapter 5 11.
Proposal for developing a one dayworkshop on EffectiveCommunicationAction Time Rate TotalInterview relevant employees to determine 1 day 1 000 1 000.
issues and context to develop trainingDevelop objectives and plan for developing 2 5 days 1 000 2 500training Includes identifying appropriateinstructional methods and developingevaluation objectives.
Develop training materials based on 8 days 1 000 8 000objectivesDevelop usual aids and evaluation material 2 5 days 1 000 2 500Miscellaneous 1 400TOTAL 15 400.
Chapter 5 12 Types of Costs in TrainingPrograms 1 of 2 Development Costs costs related to the development ofthe training program TNA piloting.
of the training materials used todesign the program etc Direct Costs costs directly attributed to the delivery of thetraining trainer compensation facilities materials etc .
Indirect Costs cost incurred even if training were cancelled preparation marketing administrative clerical support Chapter 5 13 Types of Costs in Training.
Programs 2 of 2 Overhead Costs costs associated with purchase andmaintenance of training equipment andtraining facilities Participant Compensation costs associated with.
trainees salary and Evaluation Costs costs associated with evaluating thetraining assessment tools etc Chapter 5 14 Example of Training Costs for.
Grievance Reduction Training 1 ofDevelopmental Costs1 20 days of director s time at 50 000 per 4 000year 6002 5 days of trainer s time at 30 000 per year 1 000.
3 MaterialsDirect Costs1 5 days of trainer s time at 30 000 per year 6002 Training facility rental 5 days at 150 per day 7503 Materials and equipment 2 000.
4 Coffee juice and muffins 600Chapter 5 15 Example of Training Costs forGrievance Reduction Training 2 ofIndirect Costs.
1 1 day trainer preparation 1202 3 days administrative preparation at 12020 000 per yearParticipant Compensation1 30 supervisors attending 5 day 21 000.
Average 35 000 yr Evaluation Costs1 6 days of evaluator s time at 30 000 per year 7202 Materials 800Total Training Costs 32 310.
Chapter 5 16 Learning ObjectiveObjectives are statements whichdescribe what the learner is expectedto achieve as a result of training.
Chapter 5 17 Elements of a LearningI ConditionII Outcome BehaviorIII Standard Criterion.
Developing ObjectivesA good objective has threecomponents 1 Desired outcome type of behavior2 Condition where when and or what.
tools will be used3 Standards the criteria that will beused to judge the adequacy of thebehavior minimal acceptable level speed accuracy or quality .
Chapter 5 19 Developing LearningObjectivesFundamental Rules Must be measurable and observable.
Articulates the goal s of training Communicates the intent to trainee Provides a means for evaluation Assists in the selection of materialsChapter 5 20.
I ObservableOutcome BehaviorAn action verb that you want theparticipants to be able to do as aresult of the training.
Measurable Examples Action Verbs Build Dissect Demonstrate Draw Describe Identify.
Develop Implement Draw Write II Condition Describes the environment underwhich the work to be performed.
How you get to your outcome Condition Examples After completing this activity Using a computer After completing this seminar .
After completing this training session Using the information in the workbook In the classroom On the firing range Given a hypothetical situation .
III Criteria Standard A standard which describes howmany how quickly how well MAYBE IMPLICIT What will happen as a result of the.
Criterion Examples Achieving a score of 75 According to policy Accurately With no errors.
Within one hour Example 1 Learning Condition Using a drop wire bushingand connectors but withoutthe use of a manual .
Behavior the trainee will splice adrop wire Standard according to the standardset in the manual Chapter 5 27.
Example 2 Learning Condition Using a standard climbingharness and spikes Behavior the trainee will climb astandard telephone pole .
Standard within 5 minutes followingall safety procedures Chapter 5 28 Learning ObjectivesBefore After.
Upon completion of training the Upon completion of training the trainee After reading a scenario of anWill be able to apply theories of unmotivated student and without themotivation to different situations use of any outside material identifyorally to the class what you would do.
to motivate the student and explainwhich theory you used and why Trainee must identify at least 3motivators and tie to correct theory Must be correct on 4 of the 5.
Chapter 5 29 Learning ObjectivesBefore AfterUpon completion of training the Upon completion of training the trainee When asked correctly identify to the.
Will understand what istrainer 5 things that are necessary toneeded to have an effectivehave an effective team Will have knowledge of three In a role play appropriately respond to.
types of active listening and an angry comment using one of thebe able to use the active listening types then correctlyexplain to the class which was usedappropriate one in a and why particular situation.
Chapter 5 30Effective Training: Strategies, Systems and Practices, 2nd Edition Chapter Five Training Design

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