Training & Development

TRAINING & TRAINING & DEVELOPMENTDEVELOPMENT

Training Objective and Focus on Trainee (Motivation, Reinforcement & Goal

Setting)

By:

Mansi jain

Neha Bajaj

Swati Aggarwal

04/08/23 Training & Development

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Definition: A training objective is the specific knowledge, skills, or attitudes that the trainees are to gain as a result of the training activity.

Purpose: •to state as clearly as possible what trainees are expected to be able to do at the end of their training

•the conditions under which they will demonstrate their learning

• standards that must be reached to confirm their level of competence


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Training Objective should specifyTraining Objective should specify

• The Change Intended

• Conditions

• Standards

• How learners will demonstrate the extent of learning

• Time Constraints


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SMART Objectives

• Objectives should be SMART:Specific (linked to rate, no., %)

Measurable (tracking & recording of behaviour/action)

Achievable (capable of being reached)

Relevant (importance to individual & organization)

Time Based


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Types of Training Objective

• Trainee reaction Objective

• Learning Objective

• Transfer of training objective

• Organizational objective


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Writing Training ObjectivesWriting Training Objectives

Identify the Objectives from TNAIdentify the Objectives from TNA

CLARIFY & Select the actionable ObjectiveCLARIFY & Select the actionable Objective

Establish PrioritiesEstablish Priorities

Put into a Logical FlowPut into a Logical Flow

Check for feasibilityCheck for feasibility


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Benefits from Training Objectives The Trainee-

• Reduce anxiety related to the unknown

• Focus attention

• Increase likelihood that trainees will be successful

• Provide link between training needs & training which is delivered


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Benefits from Training ObjectivesThe Trainer-

• More effective learning process

• Prevent teaching too much or too little

• Easy to determine trainees progress

• Keep the trainers on right track


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Examples of Well-Written Learning Objectives Topic: Communication

1. explain four basic principles of communication (verbal and non-verbal) and active, empathetic listening.

2. outline four barriers and bridges to communication3. list at least four ways communication skills which

encourage staff involvement will help crate a positive work environment

Topic: Conflict resolution

1. explain at least five basic principles of empathetic communication to handle conflict

2. develop policy that gives current front-line leaders the permission and expectation to work with other staff on conflict resolution

3. develop policy for progressive discipline and explain how this works to current front line leaders


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Example :Motorola Six Sigma® e-Foundations Training

• moto-sixsigma.pdf


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Facilitation Of Learning: Focus On The Trainee

• KSAs

• Motivation of trainee

• Conditioning & Reinforcement

• Goal Setting


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KSAs

No trait & treatment interaction

A trait & treatment interaction

Individual Trait Individual Trait

Lea

rnin

g O

bje

ctiv

es

Lea

rnin

g O

bje

ctiv

es

Lo w Lo wLow

Low

High

High

Hig h Hig h

Training design

A Training design

A

Training design

BTraining design B


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Motivation of TraineeMotivation is simply - The reason for an action- That which gives purpose and direction to behaviour.


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MASLOW’S NEED HIERARCHY THEORY


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HERZBERG'S MOTIVATION HYGIENE THEORY


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EXAMPLE:

• In TCS employees are encouraged to do the following: – create individual learning plans, and to

seek learning opportunities – their own training calendar – choose their mentor


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Expectations towards training

– Positive expectations– Negative expectations


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Expectancy Theory

• E1= the belief that effort will lead to desired performance

• E2= the belief that desired performance will lead to desired outcomes

• V1 = the emotional orientations people hold with respect to outcomes

• Formula:E1[(E2outcome1 x Voutcome1)+(E2outcome2 X Voutcome2)+… …+(E2outcome6 X Voutcome6)]


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Example

Outcome if successful E2 V Outcome if Unsuccessful

E2 V

Promotion 0.2 7 Does not have to change behaviour

1.0 10

Better at job 0.6 8 Employees still afraid of him

1.0 8

Less tension between bill & Others

0.7 6 Not ridiculed by coworkers for being a nice guy

1.0 9

Less feeling of stress 0.8 4

Better relationship with union

0.4 7

Fewer grievances 0.6 9


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Conditioning & Reinforcement

• Classical Conditioning

• Operant Conditioning


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CLASSICAL CONDITIONING


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OPERANT CONDITIONING

• Positive reinforcement - give an organism a pleasant stimulus when the operant response is made.

• Negative reinforcement - take away an unpleasant stimulus when the operant response is made.

• Positive Punishment presentation of an aversive stimulus to decrease the probability of an operant response occurring again.

• Negative Punishment - the removal of a pleasant stimulus to decrease the probability of an operant response occurring again.


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Reinforcement methods & tools

• A process for Managers/Supervisors to follow in preparing their staff members for training and in following up once the training is completed• Podcasts done in "talk radio" style clips to reinforce skillstaught in the classroom.• Pocket-sized skill checklists for use by Managers as they observe their people on the job• Training for Managers on how to coach and give tailored feedback to their staff members • Laminated wallet-sized skill reminder cards for participants• Skill reinforcement on CD or DVD• One-on-one observation and coaching of participants by Global Learning Link• Online knowledge quizzes coupled with incentive programs


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Goal setting

• Specific goals lead to better performance & more predictable effects

• Goals must match to the individual’s ability

• Feedback concerning the degree to which the goal is being achieved is necessary for goal setting to have the desired effect

• For goal setting to be effective, the individual needs to accept the goal that is set


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Ten Steps for Goal Setting1. Establish goals.2. Include your supervisee in selecting goals 3. Customise your plan. 4. Write out goals. 5. Make goals as specific, clear, objective, realistic, and

obtainable as possible. 6. Create a hierarchy of objectives. 7. Divide goals into competency areas:

– Knowledge and theory– Practice and skill– Personal self-awareness

8. Select methods and techniques to best accomplish goals.

9. Tie goals to evaluation. 10.Revisit and review goals periodically.


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Types/ Timing of Goal Setting

A) At the beginning of placement

B) During mid-term evaluation

REFERENCESREFERENCES

•Blanchard& Thacker Effective Training: Systems, Strategies & Practices

•Aparna Rai•en.wikipedia.org•www.onlinelearning.novations.com •www.tcs.com

Thank Thank YouYou

Training & Development

Documents

operant response

operant response

operant conditioning

trait amp

conditioning

basic principles

conflict resolution

desired performance