Success of Training Programs

Evaluating any training programs is done in five steps. The first step is to set the criteria for the evaluation. Training-level criteria and performance level criteria are both important in evaluating training methods. The next step in evaluating a training program is to choose a design. A common design used is the pretest-posttest design. Trainees are evaluated before training and again after training. This design is a way to measure how much was gained from the training. The next step in successfully evaluating a training program is to choose the measures of the criteria. The particular criteria would determine appropriate measures. The final steps of successfully evaluating a training program are to collect the necessary data and analyze and interpret the data. If the first four steps are done correct and thoroughly one will be able to reach a conclusion about the effectiveness of the training program (Spector, 2008).

The selection and training of employees is an important aspect for organizations. For example: if a relative had to have surgery and the doctor conducting the surgery was not properly trained, that relative and his or her family would want a trained surgeon to do the surgery. As a consumer the most qualified person for a position would be the right way to go, but there are also other aspects like personality, sociability, and skill levels. The health of an organization, their employees, and consumers in the area are also influenced by this aspect.

How I/O Psychologists Select & Train Employees

Many organizations select employees based upon a person’s skills or what the organization believes constitutes a good employee. The most basic approach to selecting a potential employee is to have a manager give a direct interview so that he or she will have a general idea of which employee will be best for the job. Although this approach is considered biased it is still a measure that many company leaders use (Spector, 2008). Scientific methods for selecting employees are more reliable. Such methods consider using criterion as a basis of good judgment when considering an employee for hire. The general rule of thumb for criterion would be what makes the employee an excellent candidate for the job. The criterion may consist of a person’s work ethic and complete job performance.

Organizations have used different training methods to train employees such as on-the-job training, modeling, and auto instruction. In the California State Mental Hospital on-the-job training and modeling is utilized. On- the-job training consists of any method used to present employees with a hand’s on approach of learning the new position (Spector, 2008). Modeling is a form of training that involves the employee watching another person performs the tasks required for the position.

Ethical and Legal Issues

In essence, training programs helps with the performance of employees. The hospital use various approaches that correlate with the available positions that will continue throughout the duration of the job. Meeting the standards and expectations is a goal for this employer. However, they cannot exclude the possibilities of legal and ethical issues when implementing their training methods. The Modeling approach utilized allows the employee to be trained by observation of duties. Implementing the modeling approach correlates with ethics. Performing tasks ethically and following by rules and guidelines is vital for every organization. Some organizations will use videos and current employees to be models for new hire expectations. Sadly when employees receive inadequate training this becomes a problem for the organization and the new hires.. Legal and ethical issues can arise because of the array of differences in people’s abilities to learn and perform jobs accordingly.

References:

California Department of Mental Health Website. (2011). Retrieved from http://www.dmh.ca.gov

Schrader, B. (2010). Industrial/Organizational Psychology 2010: A Research Odyssey. Retrieved from http://teachpsych.org/resources/e-books/faces/script/Ch03.htm.

Spector, P. E. (2008). Industrial and organizational psychology: Research and practice (University of Phoenix Custom Edition e-text.). Hoboken, NJ: Wiley