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¶ … training is an element where a trainee can demonstrate his understanding of what is being taught. By reacting on the subject being taught, based on the sense of his reactions, a trainee can show the level of knowledge he already gained. Reaction can include raising questions and demanding for more explanation on a particular topic. Even though the element of reaction can demonstrate how much depth of knowledge a trainee had reached, it cannot be used as a method to evaluate the trainee's skills of the subject taught. This is because a trainee may have the ability to explain the things he learned but may be unable to apply them.
Result is an element of training where the overall skills and ability of a trainee, on the area of learning that was taught, can be measured. With results, such as results on how a trainee performed during the training's practices, a trainee can demonstrate both the theoretical and concrete knowledge he had gained from the training. Results can be used as a measure to evaluate the efficiency and accuracy of a trainee's skills. If the result was based from a training exercise that was done within a measured time, both the efficiency and accuracy of the trainee can be measured. Otherwise, it is only the trainee's efficiency that can be assessed.
Two Key Questions
The two key questions that can be answered affirmatively by pre and post-testing and control groups are:
Did the trainees understand the subject of the training? (Control groups can help in determining who among the trainees understood, and who did not understand, the contents of the training. This can be answered by the element of Reaction.)
Did the trainees acquire knowledge and skills from the training? (Pre and post-testing can measure the difference of the trainees' knowledge before and after the training. This can be answered by the trainees' level of results)
Training You are the training manager for your organization and must consider whether to create training in house or purchase training from a vendor. Describe the considerations you must take into account for both decisions. Training is extremely important in organizations operating in the present day dynamic environment. But whether to create training in house or purchase training from a vendor is an important decision that the company has to take. The
With this approach, consultation psychology focuses on the issues of the group as a whole and therefore typically uses group discussions, interviews and observations as opposed to singling out specific individuals. The result is that, by using consultation psychology in the field of industrial and organizational psychology, the focus is on the group and the roles the individuals who make up the group play. With this focus, industrial and
Perhaps the most compelling finding in the study by Kotey & Folker is that which denotes that in early growth stages, family firms will actually tend to demonstrate a greater formality in training approaches than will nonfamily firms. Ultimately though, the research finds that size is a major driver of how training strategies are designed. This supports the notion that training must largely be constructed with the specific characteristics
Systemic Redesign Working with chocolate likely necessitates significant expenditures for equipment because chocolate is usually transported and stored in liquid form and because it is milk-based meaning that it requires refrigeration equipment. It is also probable that specialized equipment is required for the process of injecting liquid liquor into the chocolate candies. In both respects, workers will have to be retrained to accomplish the tasks involved in those processes. Preparing for Redesign
(Osten, 2001) In terms of strategic planning for technology it is important to comprehend that integration of technology is very complex and requires "investments to plan for the alignment of technology initiatives" with the company's mission. The starting point is gaining the involvement of stakeholders through having them assist with assessment of the current technology and strategy for which direction to take with new technology. This could mean that there is
Based on the foregoing considerations, it is suggested that the DCMP restructure their existing training programs and administration so that a more unified and centralized plan is in place, as well as providing for better instructor qualifications, evaluation, learning retention and more efficient and effective use of resources which are by definition scarce. These broad general issues were refined for the purposes of this study into the research questions stated