Education and Training Chapter 12 Education and Training

Objectives After reading the chapter and reviewing the materials presented the students will be able to: Provide training. Evaluate training. Improve learning. Develop a quality training curriculum. Make e-learning work.

Overview of Education, Training, and Learning Training is an organized, systematic series of activities designed to enhance an individual’s work related knowledge, skills, and understanding or motivation. Training can be distinguished from education by its characteristics of practicality, specificity, and immediacy. In an education setting, the learning will tend to be more theoretical, whereas in a training setting, it will be more practical.

Total Quality Philosophy of Training The philosophy of total quality approach concerning training can be summarized as spending the money where it will do the most good. In practice, this philosophy translates into giving training priority to those employees who are most actively involved in producing products or providing services.

Instructional Methods Instructional methods used include: videotapes, lecture, demonstration, slides/transparencies, role playing, audio tapes, film, simulation. Case studies, self study instruction, videoconferencing and teleconferencing, computer referencing, and online. Most commonly used are videotapes and lectures (supplemented with power point slides). Online classes are becoming more and more popular (self study instruction).

Attitudes Towards Training U.S. businesses have an alarmingly low priority on the skills of their employees. Other industrialized countries are creating a high performance workplace by reorganizing work in ways that call for multiple abilities and high levels of reading, math, science, and problem solving skills. As a result workers are better able to continually develop new skills as technology changes.

Rationale for Training Quality of the existing labor pool. Global competition. Rapid and continual change. Technology transfer problems. Changing demographics.

Technology Transfer Problems Technology transfer is the movement of technology from one arena to another. Technology diffusion is the process of moving newly commercialized technologies into the work place, where they can be used to enhance productivity, quality, and competitiveness. To take maximum advantage of the capabilities of new technologies, workers must know how to use them effectively. Knowledge comes from training.

Benefits of Training It is critical for employers to understand the need for training that results from such factors as intense international competition, rapid and continual change, and changing demographics. The benefits of training build upon themselves. For example, reducing the turnover rate will also improve safety. Increased safety will in turn minimize insurance costs.

Identifying Training Needs What knowledge, skills, and attitudes do our employees need to have to be world class level? What knowledge, skills, and attitudes do our employees currently have? A more structured way to assess training needs is to ask employees to state their needs in terms of their job knowledge and skills. A brainstorming session focusing on training needs is another method managers can use. The most structured approach managers can use is the job task analysis survey. The employees respond indicating which skills they have and which they need. Another method is employee managed groups. The employees are more open to identify training needs when supervisors are not present.

Converting Training Needs to Training Objectives Be specific. For example, suppose a need for training in the area of mathematics has been identified. The manager might write the training objectives in behavioral terms: Upon completion of this lesson employees will be able to add, subtract, multiply, and divide decimal fractions. Upon completion of this lesson employees will be able to solve right triangles.

Principles of Learning People learn best when they are ready to learn: Explain how they and the organization will mutually benefit from their learning. People learn more easily when what they are learning can be related to something they already know: Begin each new learning activity with a brief review of the one that preceded it. Use examples to which all employees can relate. People learn best in a step by step manner: Learning should be organized from the simple to the complex. People learn by doing: Follow with application activities that require the learner to do something. The more often people use what they are learning, the better they will remember and understand it: Repetition and application should be built in to the learning process. Success in learning tends to stimulate additional learning: Organize training into long enough segments to allow learners to see progress. People need immediate and continual feedback to know what they have learned: Give immediate and continual feedback.

Four Step Teaching Method 1. Preparation: Arrange the room for both function and comfort, check all the equipment to ensure it works properly, and make sure all the tools and training aids are in place. 2. Presentation: Demonstration, lecture, or assisting with self paced material. 3. Application: Simulation, or hands on activities. 4. Evaluation: Have employees demonstrate proficiency in performing the task and see how they do.

Lesson Plan 1. Lesson title and number: The title should be as descriptive as possible of the content of the lesson. The number shows where the lesson fits in the sequence of lessons that make up the course. 2. Statement of purpose: Concise description of the lesson’s content, where it fits into the course, and why it is included. 3. Learning objectives: Specific statements of what the learner should know or be able to do as a result of completing the lesson. 4. Training aids list: Every tool, handout, equipment, video, chart needed to conduct the instruction for that lesson. 5. Instructional approach: lecture/discussion, demonstration, etc. followed by major activities: for example., deliver lecture on safety regulations, distribute safety handout, etc. 6. Application assignments: Tasks learners will be required to complete. 7. Evaluation methodology: Tests, etc.

Three components of a Lecture 1. Opening: Greet the class, state the title of the lecture, explain the purpose of the lecture, list of objectives so participants know what they will be learning, list and define new terms, and general overview of content. 2. Body: Present the information in order of outline, lecture, and make references to visual aids and supportive materials. 3. Closing: Restate the title, purpose, and objectives, summarize major points, state conclusions, answer questions, and make follow up assignments to reinforce and apply learning.

Presentation Methods 1. Conference method: Well suited for corporate training. Best used as a problem solving teaching method. Facilitators must be adept at defining the problem, soliciting input from the participants, drawing out all participants, summarizing information, and building consensus. 2. Simulation: Training that simulates a live situation. The military has used technology based simulation for many years to train pilots. 3. Programmed instruction: Traditionally, the programmed medium has been a workbook that : presents information, has a review, asks questions, problems, or activities of the participants based on the information presented, and a self test. Before proceeding, the learner must make a specified score on the self test.

Workforce Literacy It is estimated that more than 60 million people, or approximately 1/3 the adult population in the United States are marginally to functionally illiterate. Illiteracy is more compelling to day because of technological advances and the need to compete in the international marketplace.

What Can Industries Do Global competition means we need an educated workforce. Some companies contract with private training firms, others provide the education themselves, and still others partner with colleges, universities, or vocational schools.

Improving Learning Learning can be improved by teaching all employees good study skills before putting them in a training program and by using humor to improve teaching in company sponsored training programs. Make a schedule and stick to it: Allow 2 hours of study time for each hour of class time. Review immediately before and after class. Have a quiet place to study: Have reference books, paper, pens, and whatever else you need. Listen carefully and take notes: Concentrate on the presentation and take notes. Write down key points only. Outline: After reading make an outline of key points and supporting points. Study regularly – do not cram: When taking tests skim over the entire document before answering. Answer the questions you are sure of first. This will allow more time for items you are less confident.

Why Training Sometimes Fails Training fails for several reasons, such as poor teaching, inadequate curriculum materials, poor planning, insufficient funding, and lack of commitment. Lack of participation in planning by management: Management must be involved, or the training may not become results oriented. Too narrow in scope: Employees must understand the big picture and where finite aspects fit in it.

Juran’s Triology for Quality Training 1. Quality Planning Training: Cover the topics: strategic management for quality, quality policies and their deployment, strategic quality goals and their deployment, internal and external customers, planning, product design, lessons learned, and planning tools. 2. Quality Control Training: Cover the topics: the feedback loop in quality control, planning for control, responsibility for control, how to evaluate performance, decision making, corrective action, quality assurance audits, and control tools. 3. Quality Improvement Training: Cover the topics: quality control and its responsibilities; cost of poor quality; estimating return on investment; nominating, selecting, and screening projects; diagnostic journey; remedial journey; progress review; using recognition to reward and motivate; and quality improvement tools and techniques.

Ethics Training Topics include: drug and alcohol abuse, employee theft, conflict of interest, sexual harassment, corporate social responsibility, quality control, misuse of company property, environmental pollution, false or misleading advertising, kickbacks, insider trading, bribery, and improper relations with government and foreign officials.

Making e-Learning Work Computer and online resources can enhance both the quality and availability of corporate training. One of the strengths of e-learning is scalability. Provide learning coaches and mentors. Blend e-learning and classroom instruction. Give employees time and assistance to switch from classroom to online instruction.

Summary Training is an organized, systematic series of activities designed to enhance an individual’s work related knowledge, skills, and understanding or motivation. Training can be distinguished from education by its characteristics of practicality, specificity, and immediacy. The philosophy of total quality approach concerning training can be summarized as spending the money where it will do the most good. Technology transfer is the movement of technology from one arena to another. Technology diffusion is the process of moving newly commercialized technologies into the work place, where they can be used to enhance productivity, quality, and competitiveness. The benefits of training build upon themselves. For example, reducing the turnover rate will also improve safety. Increased safety will in turn minimize insurance costs. Lesson title and number: The title should be as descriptive as possible of the content of the lesson. The number shows where the lesson fits in the sequence of lessons that make up the course. Global competition means we need an educated workforce. Listen carefully and take notes: Concentrate on the presentation and take notes. Write down key points only. Study regularly – do not cram: When taking tests skim over the entire document before answering. Answer the questions you are sure of first. This will allow more time for items you are less confident.

Home Work Answer Questions 1, 6 on page 205. 1. Define training and explain how it differs from education. 6. What is technology transfer? What effect can it have on an organizations’ competitiveness?