Issues with Low Self Efficacy, Factors Affecting Transfer of Training, Task Analysis Methods, HRD In

Impact of Low Self Efficacy on Employee's Objectives

Employee’s self efficacy has an impact on the objectives they set for themselves. Therefore, it can be said that workers who have poor self efficacy are more likely to establish minimal objectives for themselves. It can also be said that, they have limited motivation (Lunenburg 2022). People with poor self-efficacies are often more concerned with obstacles and limits than with success and performance. This lowers their self-esteem and has an impact on their career. The issue with self-efficacy can be mitigated with the help of setting bigger objectives, anticipating future, and developing skills and knowledge.

I believe that, motivation and personality traits are the two major elements that affect the transfer of training. Motivation stimulates people to react and respond in specific situations and as a result it increases training transfer. Individuals’ perceived views, which in turn drive knowledge learning behaviour, are influenced by trust among workers and management (Wedchayanon, 2018). Employees that have a trusting connection with their bosses are more likely to be committed to and collaborate on training sessions. On the other hand, personal characteristics such as talents, interactive skills, and aptitude have an impact on the trainee’s success throughout training as well as on the job.

If I have given the job as a dispatcher of the city police department, I would make sure that all the data and information are collected from all feasible sources in order to complete a task analysis. My focus would be on the work requirements, reviewing the performance criteria and revising several questions regarding the job holder.

The task’s purpose, as well as the criteria, evaluations, and other characteristics are defined by performance standards. The criteria and requirements will aid in the evaluation of the completed work. On the other hand, obtaining as much as true and relevant information is also necessary. Therefore, according to me, job specification and measuring performance standards are most appropriate method of task analysis.

The behavioural objective is crucial in determining whether or not a human resource development training program will be successful. A session outline needs to be prepared to identify the training programs, training material and techniques utilised, as well as the methodology employed. It can also be considered as a content manual for the training. The objectives that are considered as important are the activities that needs to be completed, checklists for the contents, selecting training tools, selection of time period for each activity and multiple others.  

Factors Affecting Training Transfer: Motivation and Personality Traits

A lecture can be considered as a widely used teaching approach. A vast number of trainees benefit from the lectures that give thorough knowledge concepts, legislation, problems and histories. One of the major issues that reduce the efficacy of lecture technique is ineffective communication among trainer and the trainees (Centre For Teaching Excellence, 2022). Therefore in order to increase the effectiveness of lecturing method, it is important to enhance communication skills, and structuring the lecture materials clearly so that the purpose of the lecture is conveyed to the trainees without any obstacles.

The value of staff training activities and their influence on the organization's success should be recognised by senior management.

Because many training programmes underperform, it is critical to obtain feedback and gather data relating to the training programme so that appropriate adjustments may be implemented in future training programmes.

There can be three different problems such as mono-method bias, response shift bias, and socially desirable responses.

Response shift bias- In this scenario, there is a transition in the participants' attitudes before or following the program, which may contribute to a bias in the participants' replies.

Mono-method bias- Instead of delivering correct data, the individual who compiles both reports is more concerned with preserving uniformity in both reports.

Socially desirable responses- Participants may give the company what they wants to hear rather than the truth.

I believe that, dealing with the employees and telling them that their performance is poor in a straightforward way is difficult. It can lower the self-esteem of an employee, or increase the chances of employee turnover, which is risky for the organisation. One of the effective ways, to deal with this task is that, the management can set a certain performance metrics and tell the employee that they are unable to reach the final metrics (Institute For Employment Studies (IES), 2022). In this way, the management can push the employees to work harder. Ignoring the situation can decrease the overall performance of the company.

Self-awareness, professional growth preparation, selection of various career options, life-long education, and communication are all part of the career management process. This management process guides the people to a certain career path and helps in deciding strategies that are important to overcome any hurdle in the career process (Human Resources, 2022). Career management helps in selecting the characteristics and personal style that an individual should obtain in terms of building a successful career. Therefore, decision making process also becomes easier for an individual; a career management helps in selecting the best predicted future.

References

"Career Management | Human Resources". 2022. Hr.Ucmerced.Edu. https://hr.ucmerced.edu/training/careermanagement#:~:text=Career%20Management%20is%20a%20life,accomplish%20your%20future%20career%20goals.&text=The%20career%20management%20process%20embraces,%2Dlong%20learning%2C%20and%20networking.

"Lecturing Effectively | Centre For Teaching Excellence". 2022. Centre For Teaching Excellence. https://uwaterloo.ca/centre-for-teaching-excellence/teaching-resources/teaching-tips/lecturing-and-presenting/delivery/lecturing-effectively-university.

"Report Summary: Tackling Poor Performance | Institute For Employment Studies (IES)". 2022. Report Summary: Tackling Poor Performance | Institute For Employment Studies (IES). https://www.employment-studies.co.uk/report-summaries/report-summary-tackling-poor-performance#:~:text=Poor%20performance%20is%20legally%20defined,with%20negligence%2C%20incapacity%20or%20misconduct.

Lunenburg, Fred. 2022. "Self-Efficacy In The Workplace: Implications For Motivation And Performance". Nationalforum.Com. http://www.nationalforum.com/Electronic%20Journal%20Volumes/Lunenburg,%20Fred%20C.%20Self-Efficacy%20in%20the%20Workplace%20IJMBA%20V14%20N1%202011.pdf.

Wedchayanon, Nisada. "The Factors Affecting the Transfer of Training: A Case Study of the Metropolitan Waterworks Authority of Thailand." ABAC ODI Journal Vision. Action. Outcome 5, no. 1 (2018): 75.