Prepared by the Society for Industrial and Organizational Psychology - SIOP © 2002 Industrial-Organizational Psychology Learning Module Training in Organizations

Learning Objectives At the conclusion of this module, you should: –Be able to 100% accurately describe the basic timeline of a training program –Be able to provide at least two examples of ways that training allows the use of psychological ideas from other areas –Be able to critically evaluate and accurately list at least three ways to know if a training program was successful

A Chronological Approach Pretraining environment Needs assessment Training Design Training Implementation Training Transfer and Outcomes Training Evaluation

Pretraining Environment Individual Differences –What do learners bring to the training environment? Environmental Support –Is training valued? Framing of the Training –Is it basic or advanced?

Needs Assessment Key Question: What does the training need to accomplish... –...in terms of the organization’s goals? –...in terms of specific tasks? –…in terms of the people involved? Should result in learning objectives – like the ones for this lesson!

Training Design On-site –On-the-job training –Vestibule training –Job rotation –Apprenticeship –DVD-ROM Off-site –Lectures –Audio-visual –Conferences –Computer-assisted instruction –Simulation/role- playing

An Integrative Opportunity Educational psychology –Goal orientation –Social interaction Cognitive psychology –Information processing –Problem solving –Decision making

Training Transfer Does material from training actually get USED? –Initiation –Maintenance –Generalization Outcomes… –Knowledge, skills, attitudes, etc.

Training Evaluation Kirkpatrick’s standards for success –Reactions –Learning –Behavior –Results Overall “training effectiveness”

Future Directions Increased automation Diversity of the workforce Continuous learning Adaptation and flexibility Training as a market all its own

For Discussion... Divide into small groups, and discuss the following… There are a lot of things that go into being a college professor. You’ve had some good ones, and some bad ones, I’m sure. How would you go about designing a training program to develop someone into a good college professor?