2. Training  Systematic acquisition of skills, rules, concepts, or attitudes that result in improved performance in another environment (GF).  Process of developing skills in order to more effectively perform a specific job, task/task or to gain certain knowledge (BMR).

3. The Scope of Instructional Process  In 1998, @ employers spent $55 billion on formal training  In 2000, @ $200 billion/year spent on training  1 million people make a living in this country doing training

4. Assessed at Several Levels  Individual-  Work group (team)  Organizational  Has to move organization forward.  WIIFM/WIIFO?  External environment

5. KASA  K = foundation-organized body of knowledge  A = cognitive capability  S = specific to task-capability to perform job operations with ease and precision  A = affect, emotion, feeling towards task, job, place…Motivation

6. Why train?  The GAP.  Gap = the difference between what we want and what we get G=www-wwg  Gap = the difference between how it should be done and how it is being done G=sbd-ibd

7. What do we know about the business of “training?”  ASTD has 70,000 members from 100 countries and over 1000 different companies  Ethical considerations  Voluntary consent  Discrimination  Cost effectiveness  Accurate portrayal  Competency in training  ISPI Code of ethics (http://ispi.org/)

8. What do we know about the business of “training?”  Practitioner roles Design and development recognized as most significant parts of practitioners work.  What do we know about types of training and methods? Most money is spent on high- level prof. and technical skill management development.

9. What do we know about the business of “training?”  What do we know about types of training and methods? Most training is still classroom based (CBI) or Instructor led (over 60%) Consider CAT University Emerging technologies can improve teaching and learning when training design dictates consider Leading Edge companies  Focus should be on Benefit and not only cost

10. Education  Process of imparting knowledge or information (Kline) Training emphasizes doing-education emphasizes knowing Training emphasizes achieving a certain level of skill attainment- education often evaluates mastery by comparing one student to another. Training is more a closed system-education operates more as an open system

11. Education Training emphasizes requirements to perform a specific job linked to a specific job duty-education is often less linked to a specific job Training is more likely to offer a comprehensive list of skills required to perform a specific behavior-education is less likely to provide a complete summary of all information on a specific subject. Role of “critical thinking?” Pedagogy vs. andragogy

12. Development  Conceptual understanding of the “why.”  How do KSAA fit into overall organization?  Any behavior, strategy, design, restructuring, skill or skill set, strategic plan, or motivational effort that is designed to produce growth or change over time.

13. Training Process  Analysis (assessment)  Development  Design  Implement  Evaluate

14. Communication Training and Development  The ability to communicate effectively across the organization and beyond (external).  Effectively communicating need, intervention, and training.  Examples of training topics?  Consider challenges of TD….

15. Consulting  Consulting Approaches (Schein) Purchase approach Doctor-Patient Approach Process Approach

16. Human Performance Technology  The process of selection, analysis, design, development, implementation, and evaluation of programs to most cost effectively influence human behavior and accomplishment.  It is the systematic and holistic identification and removal of barriers to individual and organizational performance (ISD).  Critical elements include: needs assessment & analysis, determine appropriate intervention, evaluation, FB (formative & summative)

17. Human Performance Technology  Human: the individuals and groups that make up our organizations  Performance: activities and measurable outcomes  Technology: a systematic and systemic approach to solve practical problems http://ispi.org/services/whatshptmodel.pdf

18. Principles of HPT  Focuses on outcome.  Takes a systems view.  Adds value.  Establishes partnerships.  Systematic in assessment of need/opportunity.  Systematic in analysis of work/workplace to ID cause/factors that limit performance.  Systematic in design of solution/intervention (requirements-may not be training)  Systematic development/creation of solution.  Systematic & fluid deployment of solution.  Systematic evaluation of transfer.

19. Leadership Reward System Job Aids Culture Values Personnel Selection Reward System