Industrial/Organizational Psychology: Training Objectives, Conditions, and Results, Quizzes of Psychology

Download Industrial/Organizational Psychology: Training Objectives, Conditions, and Results and more Quizzes Psychology in PDF only on Docsity! SAMSON, ANGELO B. Industrial/Organizational Psychology PSY - 6A Dr. Deborah V. Lacas, RPm PQA2 The first of the training objectives is the desired behavior or skill level. Here, a company, institution, or agency provide training for their employee in order to hone their behavior and skill level which are essential for the nature of their work and for the benefit of their company. For example, teachers participate in Conferences or Video Conferences as training as it provide effective professional development opportunities that will teach them adaptability, how to be patient, emphatic, as well as collaborative. Another example here is School-Based Professional Development Workshops such as Mentoring or Role Playing. These will develop the teachers’ skills in communication and listening, dealing with conflict, as well as providing constructive feedback and motivation to students. Next is the condition under which it has to occur. Conducting management training can be inside or outside of the company or institutions. They have both advantages. When conducting the training inside,the training is focus on the specific needs of the trainee or employee. It will also be lower costs, less time, have the relevant material, and more importantly control for the faculty. For example, the training to be conducted for Dental Laboratory Technicians is advisable in an actual laboratory dental setting with complete set of tools and equipment needed so that they will be get used to working and be familiar with the dental tools. Another example is for Architect, wherein the training could be from outside their company for creativity training. Their company sent them for outside workshops, conferences, and visiting with experts that tackle about environmental design and interior design. These provide them new viewpoints or broader vision and exposure to faculty experts. Finally, we look at the results that the employee achieve in the training. We refer to this as the benchmark against which it will be measured. One example of it is performance measures or benchmarking like a scorecard composed of multiple measures such as Training Evaluation Inventory (TEI) for evaluation of training design and measurement of training outcomes for predicting training success. Another example here would be Peer benchmarking wherein companies or agencies look at their closest competitors and identify whether the services or performances of their employee in line with what they offered are much better or has been improve.