IO PSYCH CHAPTER 8

Determining those organizational factors that either facilitate or inhibit training effectiveness.

• Organizational Analysis

• Training Needs Assessment

• Performance Evaluation

• Learning Management System

Sorted into dimensions and separated into examples of good and poor performance.

• Performance Metrics

• Critical Incidents

• Behavioral Assessments

• Performance Reviews

When a training program will be presented too frequently to justify the cost.

• In-House trainers

• External consultants

• Online training platforms

• Self-paced learning modules

To ask employees what knowledge and skills they believe should be included in future training.

• Interviews

• Focus Groups

• Surveys

• Workshops

They can yield more in-depth answers to questions about training needs.

• Surveys

• Focus Groups

• Interviews

• Questionnaires

Using job analysis to identify the tasks performed by each employee, the conditions under which these tasks are performed, and the competencies needed to perform the tasks under the identified conditions.

• Task Analysis

• Job Evaluation

• Performance Appraisal

• Workforce Planning

Creating a test to determine whether an employee actually learned.

• Employee Learning

• Employee Assessment

• Employee Training

• Employee Evaluation

Few tests are available for this purpose, and they can be expensive and time-consuming.

• Skill and Knowledge Tests

• Personality Assessments

• Cognitive Ability Tests

• Physical Fitness Tests

They can be repeated many times.

• Videotapes

• CDs

• Vinyl Records

• Digital Downloads

Involves asking trainees if they enjoyed the training and what they learned.

• Employee Reactions

• Training Effectiveness

• Learning Outcomes

• Participant Feedback