This chapter discussed several factors that influence the choice of evaluation design. Which of these factors would have the greatest influence on your choice of an evaluation design? Which would have the smallest influence? Explain your choices. Greatest Influence: Importance, because you need to make sure that the design you are going to use is even necessary. If you use things that arn't necessary then your just wasting time and money. Smallest Influence: Scale, because out the eight choices you need to check all of the others wheither you have a small group or large group of people to train. With smaller groups you have less work to do to the other choices.
How might you estimate the benefits from a training program designed to teach employees how to use the World Wide Web to monitor stock prices? Noe says, "A number of methods may be helpful in identifying the benefits of training: 1) Technical, adademic, and practitioner literature summarizes the benefits that have been shown to relate to a specific training program, 2) Pilot training programs assess the benefits from a small group of trainees before a company commits more resources, 3) Observance of successful job performers helps a company determine what successful job performers do differently than unsuccessful job performers, and 4) Trainees and their managers provide estimates of training benefits."
In order to make the estimate you could create a Cost-Benefit Analysis.
What practical considerations need to be taken into account when calculating a training program's ROI? Noe says, "Training programs best suited for ROI analysis have clearly identified outcomes, are not one-time events, are highly visible in the company, are strategically focused, and have effects that can be isolated."
Tuesday, April 17, 2007
Thursday, April 5, 2007
Chapter 10 Homework Assignment
Discuss the steps in preparing a manager to go overseas.
Noe says, "To be successful in overseas assignments, expatriates need to be: 1) Competent in their area of expertise, 2) Able to communicate verbally and non-verbally in the host country, 3) Flexible, tolerant of ambiguity, emotionally stable, outgoing and agreeable, and sensitive to cultural differences, 4) Motivated to succeed, able to enjoy the challenge of working in other countries, and willing to learn about the host country's culture, language, and customs, 5) Supported by their families."
List the five dimensions of culture. How does each of the dimensions affect employee behavior? 1) Individualism-collectivism
Noe says, "In an individualism culture like the US, employees expect to be hired, evaluated, and rewarded based on their personal skills and accomplishments. In a collectivist culture, employees are more likely to have a voice in decisions."
2) Uncertainty avoidance
Noe says, "Cultures with strong uncertainty avoidance orientation favor structured situations. In cultures with weak uncertainty avoidance, employees cope by not worrying to much about the future."
3) Masculinity-femininity
Noe says, "In masculinity cultures assertiveness and competitiveness are valued. In femininity cultures a higher value is likely placed on quality of life, helping others, and preserving the environment."
4) Power distance
Noe says, "High power distance cultures attempt to maintain differences between various levels of the hierarchy. Low power distance cultures use first names, a behavior that would be disrespectful in other countries."
5) Time orientation
Short-term oriented cultures focus on the past and present. Long-term oriented cultures focus on the future.
What does "managing diversity" mean to you? Assume you are in charge of developing a diversity training program. Who would be involved? What would you include as the content of the program?
Managing diversity means you need to structure your business environment so that it allows for employees to learn new things that may help your business succeed. The employee, employer, trainer, and employee's family should be involved. Noe says, "Content of a attitude awareness and change program would include differences in culture and ethnic backgrounds, physical characteristics, and personal characteristics. Content of a behavior-based program focus on changing the organizational policies and individual behaviors that inhibit employees' personal growth and productivity."
What are school-to-work transition programs? Why are they needed? How do they benefit companies?
Noe says, "School-to-work transition programs combine classroom experiences with work experiences to prepare high school graduates for employment." They are needed to help teach and transition students coming out the high school how to work in certain businesses. They benefit companies because student who have been involved in the program will have a background experience so they will need less training than someone who just finished school and starts working.
How can companies ensure that talented women have access to development programs?
Melt the glass ceiling. Start a Mentoring Up program.
Noe says, "To be successful in overseas assignments, expatriates need to be: 1) Competent in their area of expertise, 2) Able to communicate verbally and non-verbally in the host country, 3) Flexible, tolerant of ambiguity, emotionally stable, outgoing and agreeable, and sensitive to cultural differences, 4) Motivated to succeed, able to enjoy the challenge of working in other countries, and willing to learn about the host country's culture, language, and customs, 5) Supported by their families."
List the five dimensions of culture. How does each of the dimensions affect employee behavior? 1) Individualism-collectivism
Noe says, "In an individualism culture like the US, employees expect to be hired, evaluated, and rewarded based on their personal skills and accomplishments. In a collectivist culture, employees are more likely to have a voice in decisions."
2) Uncertainty avoidance
Noe says, "Cultures with strong uncertainty avoidance orientation favor structured situations. In cultures with weak uncertainty avoidance, employees cope by not worrying to much about the future."
3) Masculinity-femininity
Noe says, "In masculinity cultures assertiveness and competitiveness are valued. In femininity cultures a higher value is likely placed on quality of life, helping others, and preserving the environment."
4) Power distance
Noe says, "High power distance cultures attempt to maintain differences between various levels of the hierarchy. Low power distance cultures use first names, a behavior that would be disrespectful in other countries."
5) Time orientation
Short-term oriented cultures focus on the past and present. Long-term oriented cultures focus on the future.
What does "managing diversity" mean to you? Assume you are in charge of developing a diversity training program. Who would be involved? What would you include as the content of the program?
Managing diversity means you need to structure your business environment so that it allows for employees to learn new things that may help your business succeed. The employee, employer, trainer, and employee's family should be involved. Noe says, "Content of a attitude awareness and change program would include differences in culture and ethnic backgrounds, physical characteristics, and personal characteristics. Content of a behavior-based program focus on changing the organizational policies and individual behaviors that inhibit employees' personal growth and productivity."
What are school-to-work transition programs? Why are they needed? How do they benefit companies?
Noe says, "School-to-work transition programs combine classroom experiences with work experiences to prepare high school graduates for employment." They are needed to help teach and transition students coming out the high school how to work in certain businesses. They benefit companies because student who have been involved in the program will have a background experience so they will need less training than someone who just finished school and starts working.
How can companies ensure that talented women have access to development programs?
Melt the glass ceiling. Start a Mentoring Up program.
Thursday, March 8, 2007
Chapter 8 Homework Assignment
Explain how technology has changed the learning environment. Noe says, "The internet is primarily responsible for creating our revolution in learning. Internet technology has permitted the development of electronic networks that integrate voice, video, and data connections among learners, instructors, and experts."
What are some advantages and disadvantages of multimedia training? S. V. Bainbridge listed the following as advantages and disadvantages of multimedia training: Advantages: is self-paced, is interactive, has consistancy of content, has consistancy of delivery, offers unlimited geographic accessibility, provides immediate feedback, has a built-in guidance system, appears to multiple senses, can test and certify mastery, and provides privacy. Disadvantages: is expensive to develop, is ineffective for certain training content, may lead to trainee anxiety with using technology, is difficult to quickly update, and can lead to a lack of agreement on effectiveness."
Why would a company use a combination of face-to-face instruction and Web-based training? Noe says, "Because of the limitations of online learning related to technology, because of trainee preference for face-to-face contact with instructors and other learners, and because of employees' inability to find unscheduled time during their workday to devote to learning from their desktops, many companies are moving to a hybrid, or blended, learning approach...Blended learning courses provide learners with the positive features of both face-to-face instruction and technology-based delivery and instructional methods while minimizing the negative features of each."
Using the Web, further investigate any new technology discussed in Chapter 8. Find information describing the technology, hints for developing and purchasing the technology, and examples of companies marketing and/or using the technology. Include Web addresses in your summary. Virtual Reality-technology that allows a user to interact with a computer simulated environment. http://en.wikipedia.org/wiki/Virtual_reality
Develop Virtual Reality:
VRML (ver'mel, V`R-M-L') noun Acronym for Virtual Reality Modeling Language. A scene description language for creating 3-D interactive Web graphics similar to those found in some video games, allowing the user to "move around" within a graphic image and interact with objects. VRML, a subset of Silicon Graphics' Inventor File Format (ASCII), was created by Mark Pesce and Tony Parisi in 1994. While VRML files can be created in a text editor, CAD packages, modeling and animation packages, and VRML authoring software are the tools preferred by most VRML authors. VRML files reside on an HTTP server; links to these files can be embedded in HTML documents, or users can access the VRML files directly. To view VRML Web pages, users need a VRML-enabled browser, such as WebSpace from Silicon Graphics, or a VRML add-in for Internet Explorer and a VRML plug-in for Netscape Navigator. When virtual reality suddenly appeared on the scene with a big whizbang, Timothy Leary appeared at a conference in New York with Jaron Lanier and a couple of other cybernauts. Leary was wearing the goggles on stage and declared, "Oooh, I have been here before." As that suggests, from the start a connection was established between virtual reality and the LSD experience - or as some of us prefer to call it, 'the entheogenic experience,' which is just a fancy way of not using the word psychedelic because it alerts the police. http://fusionanomaly.net/virtualreality.html
Purchase Virtual Reality:
http://www.amusitronix.com/index.php?pr=Purchasing+Info
http://www.polesoft.com/_Virtual_Reality_software.html
Companies Competing:
http://www.iaswww.com/ODP/Computers/Virtual_Reality/Companies/
What are some advantages and disadvantages of multimedia training? S. V. Bainbridge listed the following as advantages and disadvantages of multimedia training: Advantages: is self-paced, is interactive, has consistancy of content, has consistancy of delivery, offers unlimited geographic accessibility, provides immediate feedback, has a built-in guidance system, appears to multiple senses, can test and certify mastery, and provides privacy. Disadvantages: is expensive to develop, is ineffective for certain training content, may lead to trainee anxiety with using technology, is difficult to quickly update, and can lead to a lack of agreement on effectiveness."
Why would a company use a combination of face-to-face instruction and Web-based training? Noe says, "Because of the limitations of online learning related to technology, because of trainee preference for face-to-face contact with instructors and other learners, and because of employees' inability to find unscheduled time during their workday to devote to learning from their desktops, many companies are moving to a hybrid, or blended, learning approach...Blended learning courses provide learners with the positive features of both face-to-face instruction and technology-based delivery and instructional methods while minimizing the negative features of each."
Using the Web, further investigate any new technology discussed in Chapter 8. Find information describing the technology, hints for developing and purchasing the technology, and examples of companies marketing and/or using the technology. Include Web addresses in your summary. Virtual Reality-technology that allows a user to interact with a computer simulated environment. http://en.wikipedia.org/wiki/Virtual_reality
Develop Virtual Reality:
VRML (ver'mel, V`R-M-L') noun Acronym for Virtual Reality Modeling Language. A scene description language for creating 3-D interactive Web graphics similar to those found in some video games, allowing the user to "move around" within a graphic image and interact with objects. VRML, a subset of Silicon Graphics' Inventor File Format (ASCII), was created by Mark Pesce and Tony Parisi in 1994. While VRML files can be created in a text editor, CAD packages, modeling and animation packages, and VRML authoring software are the tools preferred by most VRML authors. VRML files reside on an HTTP server; links to these files can be embedded in HTML documents, or users can access the VRML files directly. To view VRML Web pages, users need a VRML-enabled browser, such as WebSpace from Silicon Graphics, or a VRML add-in for Internet Explorer and a VRML plug-in for Netscape Navigator. When virtual reality suddenly appeared on the scene with a big whizbang, Timothy Leary appeared at a conference in New York with Jaron Lanier and a couple of other cybernauts. Leary was wearing the goggles on stage and declared, "Oooh, I have been here before." As that suggests, from the start a connection was established between virtual reality and the LSD experience - or as some of us prefer to call it, 'the entheogenic experience,' which is just a fancy way of not using the word psychedelic because it alerts the police. http://fusionanomaly.net/virtualreality.html
Purchase Virtual Reality:
http://www.amusitronix.com/index.php?pr=Purchasing+Info
http://www.polesoft.com/_Virtual_Reality_software.html
Companies Competing:
http://www.iaswww.com/ODP/Computers/Virtual_Reality/Companies/
Chapter 7 Homework Assignment
What are the strengths and weaknesses of the lecture, the case study, self-directed learning, and simulations?
Lecture-Strength-least expensive, least-time consuming, and easily employed with large groups. Weaknesses-lack participant involvement, feedback, and meaningful connection to workplace.
Case Study-Strength-trainees more likely to recall and use the knowledge and skills. Weaknesses-environment must give opportunity to perpare and discuss the case.
Self-directed learning-Strength-train at own pace and receive feedback. Weaknesses-trainees must be willing to learn on their own and be motivated.
Simulations-Strength-real life situations and feedback. Weaknesses-very expensive and need constant updates.
What are the components of effective team performance? How might training strengthen these components? The three componients of team performance are: Behavior, Knowledge and Attitude. Noe says, "The behavioral requirement means that team members must perform actions that allows them to communicate, coordinate, adapt, and complete complex tasks to accomplish their objective. The knowledge component requires team members to have mental models or memory structures that allows them to function effectively in unanticipated or new situations. Teams member's beliefs about the task and feelings toward each other relate to the attitude component...Research suggests that teams that are effectively trained develop procedures to identify and resolve errors, coordinate information gathering, and reinforce each other."
Discuss the steps of an action learning program. Which aspects of action learning do you think is most beneficial for learning? Which is most beneficial for transfer of training? Explain why.
M. Marquardt listed the following as steps in action learning: 1)Identification of the sponsors of action learning, including CEOs and top managers, 2)Identification of the problem or issue, 3)Identification and selection of the group who can address the problem, 4)Identification of coaches who can help the group reframe the problem and improve its problem solving by listening, giving feedback, offering assumptions, and so on, 5)Presentation of the problem to the group, 6)Group discussion that includes reframing the problem and agreement on what the problem is, what the group should do to solve the problem, and how the group should proceed, 7)Data gathering and analysis relevant to solving the problem, and how the group as a whole as well as individual members, 8)Group presentation on how to solve the problem, with the goal of securing a commitment from the sponsors to act on the group's recommendations, and 9)Self-reflection and debriefing (e.g., What have the group and group members learned? What would they have done differently?) I believe that identification of qualified coaches is most beneficial for learning, because if the trainer doesn't know what they are teaching or how to teach it then it is going to be very difficult for others to learn. I believe that group discussions and debriefing are the most beneficial for transfer of training, because you have the ability to hear what everyone else thinks or express your own feelings.
Lecture-Strength-least expensive, least-time consuming, and easily employed with large groups. Weaknesses-lack participant involvement, feedback, and meaningful connection to workplace.
Case Study-Strength-trainees more likely to recall and use the knowledge and skills. Weaknesses-environment must give opportunity to perpare and discuss the case.
Self-directed learning-Strength-train at own pace and receive feedback. Weaknesses-trainees must be willing to learn on their own and be motivated.
Simulations-Strength-real life situations and feedback. Weaknesses-very expensive and need constant updates.
What are the components of effective team performance? How might training strengthen these components? The three componients of team performance are: Behavior, Knowledge and Attitude. Noe says, "The behavioral requirement means that team members must perform actions that allows them to communicate, coordinate, adapt, and complete complex tasks to accomplish their objective. The knowledge component requires team members to have mental models or memory structures that allows them to function effectively in unanticipated or new situations. Teams member's beliefs about the task and feelings toward each other relate to the attitude component...Research suggests that teams that are effectively trained develop procedures to identify and resolve errors, coordinate information gathering, and reinforce each other."
Discuss the steps of an action learning program. Which aspects of action learning do you think is most beneficial for learning? Which is most beneficial for transfer of training? Explain why.
M. Marquardt listed the following as steps in action learning: 1)Identification of the sponsors of action learning, including CEOs and top managers, 2)Identification of the problem or issue, 3)Identification and selection of the group who can address the problem, 4)Identification of coaches who can help the group reframe the problem and improve its problem solving by listening, giving feedback, offering assumptions, and so on, 5)Presentation of the problem to the group, 6)Group discussion that includes reframing the problem and agreement on what the problem is, what the group should do to solve the problem, and how the group should proceed, 7)Data gathering and analysis relevant to solving the problem, and how the group as a whole as well as individual members, 8)Group presentation on how to solve the problem, with the goal of securing a commitment from the sponsors to act on the group's recommendations, and 9)Self-reflection and debriefing (e.g., What have the group and group members learned? What would they have done differently?) I believe that identification of qualified coaches is most beneficial for learning, because if the trainer doesn't know what they are teaching or how to teach it then it is going to be very difficult for others to learn. I believe that group discussions and debriefing are the most beneficial for transfer of training, because you have the ability to hear what everyone else thinks or express your own feelings.
Thursday, March 1, 2007
Chapter 5 Homework Assignment
Consider three time periods (pretraining, during training, and after training) and three parties involved in transfer of training (manager, trainer, trainee). Construct a matrix showing what each party can do to facilitate transfer of training at each time period. Rick Sullivan says:
Before Learning
Manager
Understand the performance need
Participate in any additional assessments required for training
Influence selection of learners
Communicate with trainers about the learning intervention
Help learners create a preliminary action plan
Support and encourage learners
Trainer
Validate and supplement the results of the performance needs assessment
Use instructional design and learning principles to develop or adapt the course
Send the course syllabus, objectives and pre-course learning activities in advance
Trainee
Participate in needs assessments and planning
Review course objectives and expectations and prepare preliminary action plans
Begin establishing a support network
Complete pre-course learning activities
During Learning
Manager
Participate in or observe training
Protect learners from interruptions
Plan post-training debriefing
Provide supplies and space and schedule opportunities for learners to practice
Trainer
Provide work-related exercises and appropriate job aids
Give immediate and clear feedback
Help learners develop realistic action plans
Conduct training evaluations
Trainee
Participate actively in the course
Develop realistic action plans for transferring learning
After Learning
Manager
Monitor progress of action plans with learners and revise as needed
Conduct post-training debriefing with learners and co-workers
Be a coach and role model--provide encouragement and feedback
Evaluate learners' performance
Stay in contact with trainers
Trainer
Conduct follow-up activities in a timely manner
Help strengthen supervisors' skills
Facilitate review of action plans with supervisors and learners
Share observations with supervisors and learners
Maintain communication with supervisors and learners
Trainee
Meet with supervisor to review action plan
Apply new skills and implement action plan
Use job aids
Network with other learners and trainers for support
Monitor your own performance
http://www.reproline.jhu.edu/english/6read/6issues/6jtn/v5/tn0204trng.htm
What could be done to increase the likelihood of transfer of training if the work environment conditions are unfavorable and cannot be changed? J. B. Tracey, S. I. Tannenbaum, and M. J. Kavanagh says, "Supervisors and co-workers encourage and set goals for trainees to use new skills and behaviors acquired in training...Tack Cues, Feedback Consequences, Lack of Punishment, Extrinsic Reinforcement Consequences, and Intrinsic Reinforcement Consequences are a list of actions that may help create a positive climate for transfer of training."
Discuss how trainees can support each other so that transfer of training occurs. Raymond Noe says, "A support network is a group of two or more trainees who agree to meet and discuss their progress in using learned capabilities on the job. This could involve face-to-face meetings or communication via e-mail. Trainees could share successful experiences in using training content on the job. They can also discuss how they obtained resources needed to use training content or how they coped with a work environment that interfered with use of training content."
What technologies might be useful for ensuring transfer of training? Briefly describe each technology and how it could be used. Raymond Noe says, "Electronic performance support systems (EPSS) are computer applications that can provide, as requested, skills training, information access, and expert advice."
What is knowledge? Why is knowledge important? How can companies manage knowledge? Raymond Noe says, "Knowledge refers to what individuals or teams of employees know or know how to do as well as a company's rules, processes, tools, and routines. Knowledge is important, because the more knowledge one has the more controlling they can be. Knowledge is kind of like power. Raymond Noe says, "There are several ways to create and share knowledge: 1) Use technology and software such as Lotus Notes and e-mail, or create a company intranet that allows people to store information and share it with others. 2) Publish directories that list what employees do, how they can be contacted, and the type of knowledge they have. 3) Develop informational maps that identify where specific knowledge is stored in the company. 4) Create chief information officer and chief learning officer positions for cataloging and facilitating the exchange of information in the company. 5) Require employees to give presentations to other employees about what they have learned from training programs they have attended. 6) Allow employees to take time off from work to acquire knowledge, study problems, attend training, and use technology. 7) Create an online library of learning resources such as journals, technical manuals, training opportunities, and seminars. 8) Design office space to facilitate interaction between employees."
Before Learning
Manager
Understand the performance need
Participate in any additional assessments required for training
Influence selection of learners
Communicate with trainers about the learning intervention
Help learners create a preliminary action plan
Support and encourage learners
Trainer
Validate and supplement the results of the performance needs assessment
Use instructional design and learning principles to develop or adapt the course
Send the course syllabus, objectives and pre-course learning activities in advance
Trainee
Participate in needs assessments and planning
Review course objectives and expectations and prepare preliminary action plans
Begin establishing a support network
Complete pre-course learning activities
During Learning
Manager
Participate in or observe training
Protect learners from interruptions
Plan post-training debriefing
Provide supplies and space and schedule opportunities for learners to practice
Trainer
Provide work-related exercises and appropriate job aids
Give immediate and clear feedback
Help learners develop realistic action plans
Conduct training evaluations
Trainee
Participate actively in the course
Develop realistic action plans for transferring learning
After Learning
Manager
Monitor progress of action plans with learners and revise as needed
Conduct post-training debriefing with learners and co-workers
Be a coach and role model--provide encouragement and feedback
Evaluate learners' performance
Stay in contact with trainers
Trainer
Conduct follow-up activities in a timely manner
Help strengthen supervisors' skills
Facilitate review of action plans with supervisors and learners
Share observations with supervisors and learners
Maintain communication with supervisors and learners
Trainee
Meet with supervisor to review action plan
Apply new skills and implement action plan
Use job aids
Network with other learners and trainers for support
Monitor your own performance
http://www.reproline.jhu.edu/english/6read/6issues/6jtn/v5/tn0204trng.htm
What could be done to increase the likelihood of transfer of training if the work environment conditions are unfavorable and cannot be changed? J. B. Tracey, S. I. Tannenbaum, and M. J. Kavanagh says, "Supervisors and co-workers encourage and set goals for trainees to use new skills and behaviors acquired in training...Tack Cues, Feedback Consequences, Lack of Punishment, Extrinsic Reinforcement Consequences, and Intrinsic Reinforcement Consequences are a list of actions that may help create a positive climate for transfer of training."
Discuss how trainees can support each other so that transfer of training occurs. Raymond Noe says, "A support network is a group of two or more trainees who agree to meet and discuss their progress in using learned capabilities on the job. This could involve face-to-face meetings or communication via e-mail. Trainees could share successful experiences in using training content on the job. They can also discuss how they obtained resources needed to use training content or how they coped with a work environment that interfered with use of training content."
What technologies might be useful for ensuring transfer of training? Briefly describe each technology and how it could be used. Raymond Noe says, "Electronic performance support systems (EPSS) are computer applications that can provide, as requested, skills training, information access, and expert advice."
What is knowledge? Why is knowledge important? How can companies manage knowledge? Raymond Noe says, "Knowledge refers to what individuals or teams of employees know or know how to do as well as a company's rules, processes, tools, and routines. Knowledge is important, because the more knowledge one has the more controlling they can be. Knowledge is kind of like power. Raymond Noe says, "There are several ways to create and share knowledge: 1) Use technology and software such as Lotus Notes and e-mail, or create a company intranet that allows people to store information and share it with others. 2) Publish directories that list what employees do, how they can be contacted, and the type of knowledge they have. 3) Develop informational maps that identify where specific knowledge is stored in the company. 4) Create chief information officer and chief learning officer positions for cataloging and facilitating the exchange of information in the company. 5) Require employees to give presentations to other employees about what they have learned from training programs they have attended. 6) Allow employees to take time off from work to acquire knowledge, study problems, attend training, and use technology. 7) Create an online library of learning resources such as journals, technical manuals, training opportunities, and seminars. 8) Design office space to facilitate interaction between employees."
Wednesday, February 28, 2007
Web 2.0
What is Web 2.0? Tim O'Reilly says, "Web 2.0 is the business revolution in the computer industry caused by the move to the internet as platform, and an attempt to understand the rules for success on that new platform. Chief among those rules is this: Build applications that harness network effects to get better the more people use them."
Are we using any Web 2.0 applications in class? Yes, in class we use Wikipedia, Blogger, and Blackboard.
How do you feel about using these Web 2.0 applications? I think that Web 2.0 applications are awesome. They allow users to create and publish their own ideas for others to read, use, or comment about.
Which 3 Web 2.0 applications do you think will be the killer apps of 2007? Why? Facebook, Wikipedia, and Google. I believe that these three Web 2.0 applications will stay among the best, because they are being increasing used by millions of people around the world each day.
http://en.wikipedia.org/wiki/Web_2
Are we using any Web 2.0 applications in class? Yes, in class we use Wikipedia, Blogger, and Blackboard.
How do you feel about using these Web 2.0 applications? I think that Web 2.0 applications are awesome. They allow users to create and publish their own ideas for others to read, use, or comment about.
Which 3 Web 2.0 applications do you think will be the killer apps of 2007? Why? Facebook, Wikipedia, and Google. I believe that these three Web 2.0 applications will stay among the best, because they are being increasing used by millions of people around the world each day.
http://en.wikipedia.org/wiki/Web_2
Sunday, February 18, 2007
Chapter 4 Homework Assignment
What learning condition do you think is most necessary for learning to occur? Which is least critical? Why? Most necessary- Practice and feedback. Least critical- identifying prerequisites. I believe that for a training exercise to be successful the trainees need to be shown how do perform. Then they need enough time for practice and feedback, so they know where they need to improve. Making sure trainees that the right prerequisites only helps in making the training easier for the trainees to understand and complete. Depending on the type of training it may not be necessary.
What value would it be to know that you were going to be training a class of persons between the ages of 20 and 35? Would it influence the approach you would take? How? Yes, this information would influence my approach. Knowing the ages of your trainees allow you to determine what learning style you are going to use and how you use it. Since this group has Nexters and Gen Xers the training would probly revolve around teamwork and technology with a lot of hands on practice and feedback.
How do instructional objectives help learning to occur? Noe says, "Different internal and external conditions are necessary for learning outcomes. Internal conditions refer to processes within the learner that must be present for learning to occur. These processes include how information is registered, stored in memory, and recalled. External conditions refer to processes in the learning environment that facilitate learning. These conditions include the physical learning environment as well as opportunities to practice and to receive feedback and reinforcement.
Can allowing trainees to make errors in training be useful? Explain. I believe that trainees making errors in training is very important. One of the best ways to learn is by mistakes. We learn from our own mistakes and others. It is also useful, because it can be less stressful and is less destructive to a company if errors are made during the training process instead of in the real work force.
Detailed lesson plans have important information for trainers. List the different types of information found in a detailed lesson plan. Also, indicate the importance of each type of information for learning. Each of these types of information are important, because if they weren't important then they wouldn't be listed. Learning Objectives/Outcomes (important), Target Audience (less important), Prerequisites (important), Time (very important), Lesson Outline (important), Activity (less important), Support Materials (very important), Physical Environment (less important), Preparation (important), Lesson Topic (less important), Evaluation (important), Transfer and Retention (important).
Monday, February 5, 2007
Chapter 3 Homework Assignment
Which of the factors that influence performance and learning do you think is most important? Which is least important? Most important: Motivation Least important: Training Method
If you were going to use online technology to identify training needs for customer service representatives for a web-based clothing company, what steps would you take to ensure that the technology was not threatening to employees? Inform the employees of what is going to happen ahead of time. Give the employees an example of what the changes made could or will look like. Allow for the employees to have plenty of training and time to play around and explorer the new technology.
Needs assessment involves organization, person, and task analyses. Which one of these analyses do you believe is most important? Which is least important? Why? I believe that all three are equally important. If I had to pick i'd pick Most Important: Task Analysis Least Important: Person Analysis but I don't have a reason for why.
Why should upper-level managers be included in the needs assessment process? Noe says, "Upper-level managers are involved in the needs assessment process to identify the role of the training in relation to other human resource practices in the company. Upper-level managers help to determine if training is related to the company's business strategy. Upper-level managers are also involved in identifying what business functions or units need training and in determining if the company has the knowledge, skills, and abilities in the work force that are necessary to meet its strategy and be competitive in the marketplace."
Explain how you would determine if employees had the reading level necessary to succeed in a training program. You can watch the employees to see what they read or how they talk. You could also give them some kind of reading ability exam. You should also try to make the training program understandable to middle school level reading or the lowest level of the employee taking the training. So if you are in a room with a lot of scientist dont make the program too easy that they will find it boring.
Assume you have to prepare older employees with little computer experience to attend a training course on how to use the World Wide Web. How will you ensure that they have high levels of readiness for training? How will you determine their readiness for training? Walk and talk them through the basics on how to use the computer and the internet and show them where things are located. Also show them how to use the help features. You could determine their level of readiness by watching them or testing them on their ability to follow instructions given to them. If they are stumbling or needing a lot of help on simple topics then they are not ready.
If you were going to use online technology to identify training needs for customer service representatives for a web-based clothing company, what steps would you take to ensure that the technology was not threatening to employees? Inform the employees of what is going to happen ahead of time. Give the employees an example of what the changes made could or will look like. Allow for the employees to have plenty of training and time to play around and explorer the new technology.
Needs assessment involves organization, person, and task analyses. Which one of these analyses do you believe is most important? Which is least important? Why? I believe that all three are equally important. If I had to pick i'd pick Most Important: Task Analysis Least Important: Person Analysis but I don't have a reason for why.
Why should upper-level managers be included in the needs assessment process? Noe says, "Upper-level managers are involved in the needs assessment process to identify the role of the training in relation to other human resource practices in the company. Upper-level managers help to determine if training is related to the company's business strategy. Upper-level managers are also involved in identifying what business functions or units need training and in determining if the company has the knowledge, skills, and abilities in the work force that are necessary to meet its strategy and be competitive in the marketplace."
Explain how you would determine if employees had the reading level necessary to succeed in a training program. You can watch the employees to see what they read or how they talk. You could also give them some kind of reading ability exam. You should also try to make the training program understandable to middle school level reading or the lowest level of the employee taking the training. So if you are in a room with a lot of scientist dont make the program too easy that they will find it boring.
Assume you have to prepare older employees with little computer experience to attend a training course on how to use the World Wide Web. How will you ensure that they have high levels of readiness for training? How will you determine their readiness for training? Walk and talk them through the basics on how to use the computer and the internet and show them where things are located. Also show them how to use the help features. You could determine their level of readiness by watching them or testing them on their ability to follow instructions given to them. If they are stumbling or needing a lot of help on simple topics then they are not ready.
Chapter 2 Homework Assignment
How would you expect the training activities of a company that is dominant in its product market to differ from those of a company that emphasizes research and development? I would expect that training for product market would train on ways to catch the buyers attention and sell the product to those buyers. I would expect that training for research and development would train on how to minimize costs and raise productivity and quality.
What do you think is the most important organizational characteristic that influences training? Why? I believe that the Roles of Managers are the most important organizational characteristics, because without motivation, examples of excellence, and sometimes an attitude adjustment the work environment could become hostile or workers could become too laid back.
What is human capital? How is human capital influencing the changing role of training from skill and knowledge acquisition to creating and sharing knowledge? Human capital is the sum of the attributes, life experiences, knowledge, inventiveness, energy, and enthusiasm that a company's employees invest in their work. Noe says, "Creating and sharing knowledge refers to companies' development of human capital...the greatest value for the business may be created by having employees understand the manufacturing or service process and the interrelationships between departments and divisions as well as motivating them to deliver high-quality products and services. To create and share knowledge, companies have to provide the physical space and technology to encourage employee collaboration and knowledge sharing."
How could SWOT analysis be used to align training activities with business strategies and goals? The SWOT analysis points out the strengths, weaknesses, opportunities, and threats that a company is currently facing. Businesses should assign activities that will allow for a continuation of the strengths, and practice or fix the weaknesses so that in the future they will become strengths. The business should assign activities that train to create their opportunities and protect them from their threats.
What are the training implications of the increased use of teams to manufacture products or provide services? The more people, to an extent, you have on your team should improve the quality and quantity of the products being made, because you can learn from each others mistakes and use each others knowledge.
What are the advantages and disadvantages of a centralized training function? Advantages/Disadvantages- I believe that all the characteristics of a centralized training function could be good or bad depending on the organization of the company. Noe says, "Training and development programs, resources, and professionals are primarily housed in one location and that decisions about training investment, programs, and delivery methods are made from that department." Noe says, "A centralized training function helps drive stronger alignment with business strategy, allows development of a common set of metrics or scorecards to measure and report rates of quality and delivery, helps to streamline processes, and gives the company a cost advantage in purchasing training from vendors and consultants because of the number of trainees who will by involved. Finally, a centralized training function helps companies better integrate programs for developing leaders and managing talent with training and learning during times of change."
What do you think is the most important organizational characteristic that influences training? Why? I believe that the Roles of Managers are the most important organizational characteristics, because without motivation, examples of excellence, and sometimes an attitude adjustment the work environment could become hostile or workers could become too laid back.
What is human capital? How is human capital influencing the changing role of training from skill and knowledge acquisition to creating and sharing knowledge? Human capital is the sum of the attributes, life experiences, knowledge, inventiveness, energy, and enthusiasm that a company's employees invest in their work. Noe says, "Creating and sharing knowledge refers to companies' development of human capital...the greatest value for the business may be created by having employees understand the manufacturing or service process and the interrelationships between departments and divisions as well as motivating them to deliver high-quality products and services. To create and share knowledge, companies have to provide the physical space and technology to encourage employee collaboration and knowledge sharing."
How could SWOT analysis be used to align training activities with business strategies and goals? The SWOT analysis points out the strengths, weaknesses, opportunities, and threats that a company is currently facing. Businesses should assign activities that will allow for a continuation of the strengths, and practice or fix the weaknesses so that in the future they will become strengths. The business should assign activities that train to create their opportunities and protect them from their threats.
What are the training implications of the increased use of teams to manufacture products or provide services? The more people, to an extent, you have on your team should improve the quality and quantity of the products being made, because you can learn from each others mistakes and use each others knowledge.
What are the advantages and disadvantages of a centralized training function? Advantages/Disadvantages- I believe that all the characteristics of a centralized training function could be good or bad depending on the organization of the company. Noe says, "Training and development programs, resources, and professionals are primarily housed in one location and that decisions about training investment, programs, and delivery methods are made from that department." Noe says, "A centralized training function helps drive stronger alignment with business strategy, allows development of a common set of metrics or scorecards to measure and report rates of quality and delivery, helps to streamline processes, and gives the company a cost advantage in purchasing training from vendors and consultants because of the number of trainees who will by involved. Finally, a centralized training function helps companies better integrate programs for developing leaders and managing talent with training and learning during times of change."
Saturday, January 20, 2007
Chapter 1 Homework Assignment
Describe the forces affecting the workplace and learning. How can training help companies deal with these forces? Forces--Globalization, need for leadership, increased value placed on intangible assets and human capital, focus on link to business strategy, attracting and retaining talent, customer service and quality emphasis, changing demographics and diversity of the work force, new technology, high-performance models of work systems, and economic changes. Raymond Noe says, "Competitiveness--a company's ability to maintain and gain market share in an industry. Training practices help companies grow the business and improve customer service by providing employees with the knowledge and skills they need to be successful. New Technology, rapid development of knowledge, globalization of business, and development of e-commerce--Training is necessary if companies are to participate in the global and electronic marketplaces by offering high-quality products and services."
What steps are included in the training design model? What step do you think is most important? Why? Raymond Noe says, "Step 1: Conduct a needs assessment to determine if training is needed. Step 2: Ensure that employees have the motivation and basic skills necessary to master training content. Step 3: Create a learning environment that has the features necessary for learning to occur. Step 4: Ensure that trainees apply the training content to their jobs. Step 5: Develop an evaluation plan. Step 6: Choose the training method based on the learning objectives and learning environment. Step 7: Evaluate the program and make changes in it or revisit any of the earlier steps in the process to improve the program so that learning, behavior, change, and the other learning objectives are obtained." I think that all the steps are equally important. Step 1, because if you don't need the training then don't put your employees through busy work. Step 2, because if you don't motivate the employees then they might get bored or wonder if they are even doing the training. Step 3, because if you are training on new software or technology you need to make sure that you have enough usable copies or equipment for each employee to effectively use during the training. Step 4, because if their not going to use the training then why waste time training it that could have been spent doing something more productive. Step 5, because you always need to evaluate things so you will be able to interact with the trainees to know what changes could be made to make the training better for next time. Step 6, because your method of training needs to relate to the trainees and the size of the group. Step 7, because if you made the evaluation plan and then don't use it that was a waste of time. The trainees will notice over time that you don't care about their opinions.
What are intangible assets? How do they relate to training and development? Intangible assets--Human capital, customer capital, social capital, intellectual capital. Raymond Noe said, "A study by the American Society for Training and Development of more than 500 publicly traded U.S.-based companies found that companies that invested the most in training and development had a shareholder return that was 86 percent higher than companies in the bottom half and 46 percent higher than the market average. Training and development has a direct influence on human and social capital because it affects education, work-related know-how and competence, and work relationships. Training and development can have an indirect influence on customer and social capital by helping employees better serve customers and by providing then with the knowledge needed to create patents and intellectual property."
Which of the training professionals' roles do you believe is most difficult to learn? Which is easiest? Most difficult--Professional Specialist. Easiest--Learning Strategist
How might technology influence the importance of training professionals' roles? Can technology reduce the importance of any of the roles? Can it result in additional roles? Technology could change the amount of actual work each role might have to do. I don't think that technology would change the important of the roles, because each role should have the ability to adapt to and over come the changes that newer technology brings. But over a long period of time the roles will be renamed so in affect old roles may be deleted as new roles are created.
Describe the training courses that you have taken. How have they helped you? Provide recommendations for improving the courses. Most of the training courses I have taken or taught have been military and/or computer related topics. Then of course all courses in school or college could be considered training courses. Most of them have either gave me a new source of knowledge or refreshed the skills I already knew but don't use on a daily basis. One major change I can think about is everyone who teach by writing everything in a PowerPoint and only read what is on the screen and don't add any additional information or examples of the information to their class. That normally makes the learning experience boring and not fun.
What are the implications of the aging work force? What strategies should companies consider from a training and development perspective to best utilize older employees and prepare for their retirement? Raymond Noe says, "As baby boomers begin to retire, the implications for the work force could be enormous." Strategies that could be used to help training and development include: 1: phone interviews to capture their experiences and share them with schools to create classes, and 2: identify experts and train them to conduct workshops or make presentations.
Tuesday, January 16, 2007
Welcome to my Training and Development blog.
Here you will find various homework assignments and reflections. Enjoy!
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