Assessment Phase Stage 1: Training Needs Analyses & Training Goal Development (1) Conduct Needs Assessment: Identify (p.216): A) Organizational Needs…  Methods: see textbook B) Task Needs…  Methods: see textbook C) Person Needs…  Methods: see textbook Develop an understanding of what the training goals should be. Why do we need training? What should we accomplish..? What is the purpose …? Which needs are you able to identify? How can you identify needs…? (2) Develop Specific Training Objectives (p. 217): Identify specific goals that the training should help accomplish. We call these training objectives. They should be SMART Goal of Stage: Identify Training Needs and Develop Specific Training Goals/ Objectives. Training Phase Stage 2: Design the Training Program & Implement the Training (3) Design The Training Address Learning Principles! (see textbook) Select Appropriate Training Method(s):  Presentations (Lecture, Team- Lecture, Guest Speakers etc.)  Hands-on Methods: OJT, Simulations, Case studies, business games, role plays; Homework; Opportunity to “practice” what was learned;  Group building methods. (4) Deliver the Training!  Do our methods match the content/training goals?  Do we have reputable & competent speakers? Who is responsible for sections? Breaks?! etc. Evaluation Phase Stage 3: Evaluate the Training Success: Did the training accomplish what it was set to accomplish? (5) Evaluate the Training: Training Outcomes: (Kirkpatrick, table 7-2)  Level 1: Reaction: Affect, Liking ( “Smileys”,  … )  Level 2: Learning: Cognition, e.g., Test, Exam, Survey etc.  Level 3: Behavior: Observable Action (Customer, Peer, Supervisor Observations, etc.)  Level 4: Results (“Objective” Outcomes; ROI, $, €, £) Evaluation Design/Format:  Posttest Only (Weakest design, all other designs are stronger)  Pretest and Posttest  Pretest, Posttest and Control Group Design  Time Series