Chapter 5 - Training and Development Group E Collin Loman Daniel Falkner Matt Moore Alison Rossi Dana Hicks Logan Smith.

Chapter 5 - Training and Development Group ECollin LomanDaniel FalknerMatt MooreAlison RossiDana HicksLogan Smith

Chapter 5 - Outline● ADDIE Model

○ Analyze the training need ○ Design the overall training program○ Develop the course○ Implement training ○ Evaluate the course’s effectiveness

● Managing Organizational Change and Development○ Lewin’s Process

■ 3 steps○ 10 Step Process for Organizational Change

■ Lowes Foods

ADDIE Model

Analyze the Training Need

When analysing employees training needs these are the main criteria that need to be taken into consideration.

● What is the Job Description● What are the Job Specifications● Task Analysis ● Performance Analysis● Skill Gapping Process

A.D.D.I.E

Analyze the Training Need

Job Description● Job Duties and Responsibilities

Job Specifications ● Knowledge ● Skills● Education● Abilities

A.D.D.I.E

Analyze the Training Need

Task Analysis - Is a detailed study of the Job to determine the specific skills that are required for the job.

A.D.D.I.E

Analyze the Training Need

Performance Analysis - Means verifying that there is a performance deficiency.

❏ Training may not always be the best course of action.

A.D.D.I.E

Analyze the Training Need

Skills Gapping Process ● Supervisors must identify employees

weakness and strengths

A.D.D.I.E

Program DesignDesign the Program❏ Overall training plan including training

objectives, delivery methods, and program evaluation.❏ Performance objectives❏ Detailed training outline❏ Training Content/Documents

A.D.D.I.E

Program DesignA.D.D.I.E

Program DesignQuestions to ask when designing a training program

❏ Is training the solution?❏ What needs will the training program

address?❏ What issues are requiring the training

request?❏ How will employees’ performance improve?❏ What can the company expect as a return on

its investment.

A.D.D.I.E

Creating a Motivational Learning Environment

1.Make the Learning Meaningful

2.Make Skills Transfer Easy

3.Reinforce the Learning

A.D.D.I.E

Making the Learning Meaningful

1. Provide a summary of the material2. Use familiar examples3. Organize the information4. Use terms and concepts that are already familiar5. Use as many visual aids as possibles6. Create a need in trainee’s mind

A.D.D.I.E

Make Skills Transfer Easy

1. Maximize similarity between training situation and the work situation

2. Provide adequate practice3. Identify each feature of the training4. Direct the trainees’ attention to important

aspects of the job5. Provide “heads up” information6. Let trainees pace themselves.

A.D.D.I.E

Reinforce the Learning

1. Immediately positively reinforce correct responses. (ex. “Well Done”)

2. Learning curve goes down late in the day

A.D.D.I.E

Developing the Program/Course

Program Development❏ Assembling/creating the program’s training

materials❏ i.e: lectures, web/computer-based

activities, trainer resources (manuals)❏ Choosing the actual content that program will

present & instructional methods

A.D.D.I.E

Developing the Program/Course

Employers can create their own training content OR choose from a wide selection online and offline.

❏ gneil.com

A.D.D.I.E

Implementation

On-the-Job Training● “coaching” or “understudy” method● Job Rotation● Special Assignments● Peer Training● Old Navy experience

A.D.D.I.E

Implementation

Informal Learning● Collaboration● Siemens Power Transmission and

Distribution

A.D.D.I.E

Implementation

Behavior Modeling● Four Steps

o Modelingo Role Playingo Social Reinforcemento Transfer of Training

A.D.D.I.E

Implementation

Computer-Based Training● Simulations and Multi-Media● Recruitment Trainee example● Types of simulated learning

o virtual reality gameso step-by-step guideso decision tree scenarioso online role play

● Environmental Tectonics Corporation● Web 2.0

A.D.D.I.E

Evaluate Course’s Effectiveness

❏ Controlled Experimentation❏ Training Group❏ Control Group

❏ Measuring Training Effects❏ Reaction❏ Learning ❏ Behavior❏ Results

A.D.D.I.E

Managing Organizational Change and Development

Today, intense international competition means companies have to change fast. Figuring out what to change can be a daunting task. Nokia’s CEO, Stephen Elop, states that organizations can change five major aspects:● Strategy, culture, structure, technologies, and

the attitudes and skills of the employees.

Lewin’s Process

❏ The basic process for implementing change with minimal resistance❏ 1) Unfreezing❏ 2) Moving❏ 3) Refreezing

Keys to Organizational Change1. Establish a sense of urgency2. Mobilize commitment to change3. Create a guiding coalition4. Develop a shared vision5. Communicate the vision 6. Remove barriers to the change7. Generate short-term wins8. Consolidate gains and produce more change9. Anchor the new ways of doing things in the company’s culture10.Monitor progress and adjust the vision as required

Lowes Foods Remodel

● Undergoing major changes in an organization requires a tremendous amount of time, money, and training.

Summary

● ADDIE model ● Lewin’s Process● 10 Steps of Organizational Change