Slide 3 of 11
The basics of most training programs can be understood in terms of the
above chronology. That is, we must first consider the pretraining
environment - what is going on in the organization, or with respect to the
individuals who are going to be in training, that might affect our
outcomes? We then conduct a needs assessment and design our training
program, utilizing a variety of techniques and psychological ideas.
A needs assessment is a set of activities designed to collect data
about what the organization needs out of the training program. This
is where we can actually integrate a great deal of what psychologists in
various disciplines talk about.
Once thats done, we implement the training - we actually run the
training program (we dont include a slide on this, because many of the
details are covered in a general discussion of how training gets designed)
and look at whether what we were attempting to train actually transferred.
That is, did it get used outside the training environment?
The final stage is training evaluation. Here, were looking at
peoples reactions to training, how much trainees learned, and how
capable they are of transferring what they have learned, and the skills
they have developed, back to the job.