Effective Training Systems, Strategies, and Practices, Sixth Edition
By P Nick Blanchard and James W Thacker
Contents
Preface xv1
1 Training in Organizations 1
Overview of the Chapter 3
Training System and Processes 4
The ADDIE Model 7
Analysis Phase 8
Design Phase 8
Development Phase 8
Implementation Phase 9
Evaluation Phase 9
Alternative Training Process Models 9
So What to Use ADDIE or SAM 10
Important Concepts and Meanings 11
Learning 11
Training, Development, and Education 14
What Do We Call the People Delivering and Receiving the Training? 14
Key Issues For Training 15
Aligning Training with Business Strategy 15
Advances in Technology 16
Managing Talent due to Changing Demographics 16
Quality and Continuous Improvement 17
legal Issues 19
A Career In Training 21
Competencies 21
Career Jobs 22
Preparing for a Career in T&D 24
Focus on Small Business 24
Summary 25
Key Terms 26
Case Questions 27
Exercises 27
Web Research 28
Questions For Review 28
2 Aligning Training with Strategy 31
Overview of the Chapter 34
Strategic Planning 35
Organizational Mission 36
Strategic Choices 36
Internal Alignment with Strategy 38
Aligning HR with Strategy 40
Aligning HRD with Strategy 42
Factors of Concern to Organizations 44
Globalization 45
Technology 45
The Internet 45
labor Market 45
Increase in Diversity 46
Putting It All Together 46
Change Management 46
CM and Strategy 47
levels of Change and Resistance 48
Training and CM 51
Putting It All Together 53
HRDs Relationship with Other HR Functions 54
Developing an HRD Strategy 54
Focus on Small Business 58
Summary 60
Key Terms 61
Case Questions 61
Exercises 62
Web Research 62
Questions For Review 63
3 Learning, Motivation, and Performance 67
A Few Words About Theory 69
Understanding Motivation and Performance 71
Motivation: Why Do They Act like That? 72
Self-efficacy and Motivation 79
Understanding Learning 80
What is learning? 80
Social Learning Theory 83
Motivation 83
Attention 84
Retention 84
Behavioral Reproduction 85
Aligning Training Design With Learning Process 85
Motivation to Learn 86
Environmental Factors and Resistance 89
Individual Factors and Resistance 90
Training That Motivates Adults to Learn 94
Adult Learning Theory 94
Training Relevance, Value, and Readiness to Learn 94
Involving Trainees in the Process 95
Summary 97
Key Terms 97
Case Analysis 98
Case Questions 100
Exercises 101
Web Research 102
Questions For Review 103
4 Needs Analysis 107
Why Conduct A Training Needs Analysis? 108
A Few Words About Fabrics Inc. 110
When to Conduct A TNA 110
The TNA Model 111
Where to Look for the Trigger (PG) 113
How to Conduct a TNA 115
Organizational Analysis 115
Operational Analysis 119
Person Analysis 134
Gathering Data for the TNA: Final Thoughts 143
Rapid Needs Analysis 143
Output of TNA 144
Non-training Needs 144
Training Needs 147
Approaches to TNA 147
Proactive TNA 147
Reactive TNA 149
Reactive versus Proactive 149
Focus on Small Business 150
Assistance for Small Business 151
TNA and Design 152
TNA and Evaluation 152
Reminder 153
Summary 154
The Training Program (Fabrics, Inc.) 155
Key Terms 161
Case Analysis 161
Case Questions 162
Exercises 162
Web Research 162
Questions for Review 162
5 Training Design 171
Overview of the Chapter 172
A Word About Fabrics Inc. 173
Organizational Constraints 174
Organizational Priorities 174
Budgeting for Training 175
Trainee Population 179
Developing Objectives 180
Creating Objectives 180
Writing a Good Learning Objective 181
Why Use Train ing Objectives? 185
The Trainee 186
The Training Designer 187
The Trainer 187
The Evaluator 187
Facilitation of Learning: Focus on the Trainee 188
Individual Differences in KSAs 188
Increased Diversity 188
Differences in Learning Styles 189
What’s a Trainer To Do? 191
Motivation of Trainee 193
Facilitation of Learning: Focus on Training Design 198
Social Learning Theory 198
Design Theory 202
Strategic Knowledge 209
Experiential Learning: A Key Design Component 211
Facilitation of Transfer: Focus on Training 213
Conditions of Practice 213
Other Considerations to Facilitate Transfer 216
Facilitation of Transfer: Focus on Organizational Intervention 219
Supervisor Support 219
Peer Support 219
Trainer Support 220
Reward Systems 220
Evaluation of Behavior and Results 220
Climate and Culture 220
Focus on Small Business 221
Outcomes of Design 223
Evaluation 223
Identification of Alternative Methods of Instruction 224
Reminder 224
Summary 225
The Training Design (Fabrics, Inc.) 226
Key Terms 229
Exercises 229
Web Research 230
Questions For Review 231
6 Traditional Training Methods 235
Overview of the Chapter 236
Lectures and Demonstrations 237
Straight lecture /lecturette 237
Lecture/Discussion Method 239
Den1onstrations 240
Strengths and Limitations of lectures and Demonstration 241
Training Group Characteristic 245
Games and Simulations 246
Equipment Simulators 246
Business Games 248
In-Basket Technique 250
Case Studies 252
Role-Play 253
Behavior Modeling 256
Strengths and l imitations of Games and Simulations 257
Exercises and Activities 261
Putting It All Together 262
Blended Learning 264
On-The-Job Training 264
Job Instruction Technique (JIT) 265
Focus on Small Business 268
Apprenticeship Training 269
Coaching 269
Mentoring 273
Strengths and Limitations of OJT 275
Matching Methods with Outcomes 276
Informal Learning 277
Audiovisual Enhancements to Training 280
Static Media 280
Dynamic AV Methods 282
Strengths and Limitations of AVs 284
Summary 289
Key Termss 289
Case Analysis 290
Case Questions 292
Exercises 292
Web Research 292
Questions for Review 293
7 Electronic Training Methods 297
Overview of the Chapter 298
Electronic Training Program Sophistication Levels 299
Progran1med Instruction 301
Interactive Multimedia 303
Intelligent Tutoring Systems 307
Virtual Reality and Augn1ented Reality 309
Learning Management Systems 311
E-Training Delivery Systems 312
Offline Delivery 312
Online and Web-Based Delivery 313
Delivery Through Social Media and Other Sources 314
E-Training Process 314
Needs Analysis 314
Use Learning Design Principles 315
Provide Individualized Attention 316
Match Delivery Method to Purpose of Training 316
Keep Focus on the Learning, Not the Process 317
Strengths and Limitations of E-Training 317
Costs 317
Control of Material and Process 321
Learning Objectives (KSAs) 322
Learning Process 322
Training Group Characteristics 323
Blended Training 324
Summary 325
Key Terms 325
Case Analysis 326
Case Question 326
Exercises 326
Web Research 327
Questions For Review 327
8 Developments, Implementation, and Transfer of Training 331
Overview of the Chapter 332
A Word About Fabrics, Inc. 333
Development of Training 333
Choosing Instructional Methods 333
Instructional Strategy 334
Training Modules: Objectives and Learning Points 335
Materials and Equipment 338
Trainee’s Manual 338
Trainer’s Manual 339
Facilities 339
Refreshments 342
The Trainer 342
Trainer Competencies 343
Using Outside Resources 345
Overview of the Implementation of Training 348
Implementation Ideas for Training Structure 349
Icebreaker 349
Provide Variety 350
Exercises or Games 350
Experiential Learning Model 351
Implementation Ideas for Trainers 352
Preparation 352
First In1pression 354
The Start of Training 355
Tips on Dealing with Different Participant Personalities 359
Dry Run 360
Pilot Program 361
Transfer of Training 362
Reminder 364
Summary 366
Fabrics, Inc., Development Phase 366
Key Terms 371
Case Analysis 371
Case Questions 371
Exercises 372
Web Research 372
Questions For Review 372
9 Evaluation of Training 375
Overview of the Chapter 377
A Word About Fabrics Inc. 377
Rationale for Evaluation 378
Resistance to Training Evaluation 378
There Is Nothing to Evaluate 378
No One Really Cares About Evaluating Training 379
Evaluation Is a Threat to My Job 379
So We Must Evaluate 380
Types of Evaluation Data Collected 381
Process Evaluation 381
Outcon1e Evaluation 384
Evaluating the Costs and Benefits of Training 394
When and What Type of Evaluation to Use 399
Focus on Small Business 401
Evaluation Beyond Learning 402
Reminder 403
Summary 404
The Training Progra1n (Fabrics, Inc.) 404
Key Terms 412
Case Analysis 412
Case Questions 413
Exercises 413
Web Research 413
Websites of Interest 414
Questions For Review 414
10 Employee and Management Development 429
Employee Development 430
Development in the Current Job 431
Job Rotation 433
Special Assignments 434
Employee Development: Whose Responsibility Is It? 436
Management Development 438
Managers Get a Lot of Training 439
Managers Are Accountable for Success 439
Managers Have Complex Jobs 439
Our Approach to Management Development 440
General Overview of the Managerial Job 440
Managerial Roles 441
Organizational Factors 442
Integrating Strategy, Structure, and Technology 442
General Characteristics of Managers 443
Management Styles 443
Categories of Managen1ent Characteristics 443
Integrating Managerial Roles and Characteristics 445
Roles, KSAs, and Management Level 446
Integration: Strategies and Management Characteristics 447
Technical Con1petence and Context 447
Interpersonal Competence and Context 448
Conceptual Con1petence and Context 448
Personal Traits and Context 448
Management Style and Context 448
Management Development Implications 450
An Understanding of Context 450
Self-Awareness and Diagnostic Skills 450
Managerial Person Analysis 451
Sources of Knowledge/Skill Acquisition 453
Externally Based Training 453
Corporate Universities 454
Types of Management Developn1ent Programs 456
Training for Executive-Level Management 457
Skills, Traits, and Leadership Style 458
Strategies for Development of Executives and Future Executives 458
Succession Planning 462
Focus on Small Business 465
Summary 466
Key Terms 467
Case Analysis 467
Case Questions 467
Exercises 468
Web Research 469
Questions For Review 469
11 Key Areas and the Future of Organizational Training 473
Overview of the Chapter 475
Orientation (Onboarding) 476
Why It is Important 476
What Organizations are Doing 477
Using the Training Model to Develop Orientation Training 480
Diversity Training 491
Why It Is Important 491
What Organizations are Doing 493
Sexual Harassment Training 494
Why It Is Important 495
What Organizations are Doing 495
Team Training 498
Why It Is Important 498
What Organizations are Doing 499
Cross-Cultural Training 500
Why It Is Important 501
What Organizations are Doing 503
Other Training Programs and Issues 504
Training and Equity 504
Basic Skills Training 507
Safety Training 508
Training Workers fron1 Different Cultures 509
The Future of Training and Development 510
Use of Technology 510
The Role of the Training Professional 512
Lifelong Learning 513
Summary 513
Key Terms 514
Case Analysis 514
Case Questions 515
Exercises 515
Web Research 516
Questions For Review 516
Glossary 521
Index 533