I/O Psychology Week 7 Lecture Notes
I/O Psychology Week 7 Lecture Notes PSY 3320
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This 3 page Class Notes was uploaded by Nina Goad on Thursday March 17, 2016. The Class Notes belongs to PSY 3320 at Middle Tennessee State University taught by Patrick McCarthy in Winter 2016. Since its upload, it has received 8 views. For similar materials see Introduction to Industrial and Organizational Psychology in Psychlogy at Middle Tennessee State University.
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Date Created: 03/17/16
Intro to I/O Psychology Week 7 Lecture Notes 3/14 & 3/16 3/14: Specifying training objectives: o Types of learning outcomes: verbal info, intellectual skills, cognitive strategies, motor skills, attitudes o Stating training objectives: performance objectives: able to do learning objectives: will know o What are useful training objectives? : Competency (models): a cluster of related KSAOS : o that is related to job performance o that affects a major part of one's job o that can be measured against well accepted standards (e.g. Valid performance measures) o that can be improved on by training and development Training design (development phase): main issue: transfer of training: o positive, zero, negative transfer o affected by: trainee characteristics design factors work environment Trainee Characteristics and work environment: Trainee characteristics: o Ability o Attitude and motivation "WIIFM WIFY" o Learning Style o Support of supervisors and peers o Opportunity to perform o Support of systems Design factors for transfer: Feedback General Principles (what > why) Identical elements Overlearning Sequencing of training session Part training v. Whole training Massed v. Spaced Training Methods: On the job: o Mentoring o Internships o Apprenticeships o Job Rotation and Transfers 3/16: Offthejob: o Lecture o Video Presentations o Computerized Instruction o Simulation o Role Playing o Modeling Evaluating Training Effectiveness: Kirkpatrick's Four Levels of Evaluation: Reactions (did trainees like the training?) Learning of knowledge, skills, and/or attitudes Behavior Change on the job Results (organizational outcomes) Returnoninvestment (ROI): Increasing emphasis in training evaluation Summative vs. Formative Evaluations: o Summative focus only on the outcomes (does it work?) o Formative includes intermediate evaluations (why it does or doesn't work) Training evaluation: Design True experimental designs (control groups & random assignment) vs. REAL WORLD Generalizability of evaluation results Performance validity Intraorganizational validity Interorganizational validity Trends in Training and I/O "Psychologists need to retrain Employees": What trends are driving the need for training in today's organizations? What value do I/O psychologists bring in helping organizations with their training programs? Current and Future Training Needs: Retraining Changing Demographics Hardcore unemployed More use of technology Shift away from manufacturing to service to knowledge based jobs Globalization/internationalization Human Factors & Safety (ergonomics): o What are "Human Factors"?: Design tools, machines, and workplace to fit the skills and abilities of workers: Make more userfriendly Increase efficiency Reduce human error Protect safety and comfort A.k.a., Ergonomics, Engineering Psychology Cross expertise from I/O, sensation and perception, psychophysics, cognitive psychology, engineering fields o Brief History of Human Factors: Roots to early 1900s industrial psychology Frederick Taylor Scientific Management Taylor and Gilbreths time and motion studies Alphonse Chapanis: WWII pilot training (Brain Scientist) Standardized tools and controls Complex machines E.g. Military automotive, nuclear energy, manufacturing, computers
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