262 Chapter7 Training and Development training needs analysis indicates that innovation is important to the success of a particular company,a training program may be designed to help employees become more innovative and creative.Given the increased emphasis on competencies in organizations,competency training might be included as a supplement to existing training on more specific technical skills(Kraiger,2003) Person analysis Person analysis identifies which individuals in an organization should receive training Component of tranng need and what kind of instruction they need.Employee needs can be assessed using a variety of an外sh城火6gwh methods that identify weaknesses that training and development can address.Many of the ndividual inanr中nization uld receiven可aad issues we discussed in Chapter 3 on assessment and Chapter 5 on performance evaluation what kind of nstruction they are relevant when training specialists are conducting a person analysis.For example,KSAOs can be assessed through the performance evaluation system or through a 360-degree feed- back system that provides input for training and development activities.Objective data on accidents and job performance are often examined as part of the needs analysis,and written tests are used to assess employees'current job knowledge.Organizations are increasingly using person analysis to determine how prepared employees are for a particular training program.Specifically,assessments of trainee personality,ability,and experience are increas- ingly being used as part of the needs assessment process.We will further discuss trainee characteristics below. To summarize,assessing training needs is a three-part process that includes:(1)organi- zational analysis,which identifies company-wide goals and problems,(2)task analysis, which identifies the tasks to be performed,how work should be done,and the KSAOs needed to complete those tasks;and (3)person analysis,which focuses on identifying indi- viduals who need training.Careful needs assessment sets the stage for specifying the objec- tives ofthe training program.Training objectives are needed to design the training program, to use as goals to motivate trainees to learn,and to evaluate the effectiveness of the training program.The needs analysis makes it possible to identify the training program's objectives, which are important for several reasons.First,they represent information for both the trainer and the trainee about what is to be learned.Second,training objectives help to moti- vate trainees by providing clear goals for them.Third,training objectives are necessary to evaluate a training program properly.We will discuss training evaluation in more detail later in the chapter. The Learning Process in Training After training needs have been determined and used to develop training objectives,train- ing design begins with an understanding of how learning occurs.As shown in Figure 7.1. several trainee characteristics (e.g.,readiness to learn,motivation to learn)and training design characteristics (e.g.,principles of learning.objectives)affect the learning process and learning outcomes (Noe,Clarke,Klein,2014). Trainee Characteristics Trainee readiness Refers t每whether employees have Trainee readiness refers to whether employees have the personal characteristics necessary the personal小aracterbo to acquire knowledge from a training program and apply it to the job (Noe,2012).These necessary toacquin characteristics include general mental ability,goal orientation,and experience level.Several noled向e fromatraning studies involving a variety of occupations (e.g.,pilots,technicians,enlisted army and air program and app动惟o force recruits,and computer programmers)indicate that general mental ability ("g")is the job predictive of performance in training (Brown,Le,Schmidt,2006:Ree Carretta.2002). Scanned by CamScannerScanned by CamScanner