Escolar Documentos
Profissional Documentos
Cultura Documentos
Labor Training
relations and and
Safety/health development
Compensation Performance
and benefits appraisal
Professionals, Development
executives,
upper-level managers
Training Lower-level
managers &
employees
Formal training &
employee development
Learning
• Human capital
Finance
Products or markets
Human capital
Financial
HR Outcomes
Organizational outcomes
• Attitudes &
performance • Profit and
motivation
Training outcomes financial
• Behaviors
• Performance indicators
• Human
• Productivity (ROE, ROA,
capital
ROI)
ADDIE model = Analysis, Design, Development,
Implementation, Evaluation
MODEL OF AN INSTRUCTIONAL SYSTEM (Goldstein & Ford, 2002)
Development &
Needs Assessment Implementation Evaluation Validity levels
Needs assessment
• Organizational support
• Organizational
analysis
• Requirements analysis
• Task and KSA analysis
• Person analysis
Development of
Instructional objectives Training validity
criteria
Selection and
design of Transfer validity
instructional
programs
Use of evaluation
Intraorganizational
models
validity
• Individual
Conduct training
difference
• Experimental
context Interorganizational
validity
ADDIE model = Analysis, Design, Development,
Implementation, Evaluation
1. Training design is effective only if it helps employees
reach instructional or training goals and objectives.
2. Measurable learning objectives should be identified
before the training program begins.
3. Evaluation plays an important part in planning and
choosing a training method, monitoring the training
program, and suggesting changes to the training
design process.
T&D process rarely follows this neat, orderly,
approach
Org’s sometimes require trainers to
document each step – wastes time and money
Model implies an end point (evaluation)
Good T&D is iterative; not a one-time event (Salas
et al., 2012)
Companies claim to use ISD model, but dilute
its application
U.S. organizations spend, on average, $1,228 per employee
for T&D
On average, the dollars spent on T&D as a percentage of
payroll is 2.7%.
On average, employees spend 32 hours/year in formal
training.
Average cost for providing 1 hour of formal training = $1,415
Direct expenditures on T&D, as a percentage of payroll and
learning hours, have remained stable over the last several
years; but expenditures as a percentage of profit have
dropped since 2009.
Use of technology-based delivery has increased, but is still
used less often than instructor-led, classroom-based training
(42% instructor-led/classroom-based; 24% blended learning;
22% online; 1% social network or mobile devices)
Too trendy/faddish
Too expensive
Doesn’t transfer to the job
Doesn’t improve the bottom line
• Economic cycles
• Globalization
• Value of intangible assets and human capital
Focus on knowledge workers
Employee engagement
Change and continuous learning
• Focus on links to business strategy
• Changing demographics and diversity of workforce
Ethnic and racial diversity
Aging workforce
Greater access for those with disabilities
Generational differences
• Talent management
Retirement of baby boomers
Skill requirements
Developing leadership
• Customer service and quality emphasis
• New technology
Influence on training
Flexibility in when/where work is performed
• High-performance work systems
Science-practice gap
Trendiness
Ethics
◦ Voluntary consent
◦ Discrimination
◦ Cost effectiveness
◦ Accurate portrayal of benefits
◦ Competency in training
Failure to conduct needs assessment or evaluation
Changing demographics
Increasing job complexity
Training as a subsystem
Training as a part of strategic management