PSY 435 Week 3 Training and Development of IO psychologist PSY 435 Week 3 Training and De

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PSY 435 Week 3 Training and Development of IO psychologist PSY 435 Week 3 Training and Development of I/O psychologist Introduction Identify the five steps of an effective training program. Functi... onality at the Organizational, Job, Personal levels How was the need assessment conducted? How were the objectives for training set? Training design and delivery method Conclusion Training and Development and the Role of the I/O Psychologist PSY/435 Training and Development and the Role of the I/O Psychologist The five steps to an effective training program are first to assess training needs, set organizational objectives, design training action methods, implement training methods and evaluation, and revise. A training program is vital to manage the needs of an assessment study. The second step is setting an objective, a key component to the training program that specifies what needs to be completed during the training. Next, design a training program followed by the fourth step, which is implementing the program. The final step is to evaluate the training to guarantee the goals achieved. If the training is not successful, then the steps should be repeated until they reach the goal (Spector, 2012). Conducting Needs Assessment A needs assessment is a process to address a company; it is not a general assessment. It is a specific assessment to reach desired results. They are designed with job-specific criteria, and it is vital to be fulfilled. Most times, a manager will assess the prospective employee during their interview. (. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . .. .. . . . . . . . . . . . . . . . . . .. . . . . [Show More]

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