CHAPTER 6 Training, Learning & Developing

Question 1

Training

Answer 1

Focus: Current
Use of Work Experiences: Low
Goal: Preparation for current job
Participation: Required

Question 2

Development

Answer 2

Focus: Future
Use of Work Experiences: High
Goal: Preparations for changes
Participation: Voluntary

Question 3

TLD Linked to Strategy

Answer 3

• key ingredients in competitiveness of firms/national
• 3 top strategic goals
  1) Improving organizational performance
  2) Enhancing individual employee performance
  3) Developing organizational leaders
  -Continuous learning
  -Learning culture

Question 4

ADDIE Model of instructional design

Answer 4

Analysis, Design, Development, Implementation, Evaluation

Question 5

1-Needs assessment (Organization Analysis)

Answer 5

Looks at training needs in light of:
The organization’s strategy
Resources available for training
Management’s support for training

Question 6

1-Needs assessment (Person Analysis)

Answer 6

• Do performance deficiencies result from a lack of knowledge, skill, or ability?
• Who needs training?
• Are the employees ready for training?

In assessing the need for training, primary variables are:
- The person’s ability and skills
- Attitudes and motivation
- The organization’s input
- Performance feedback
- Positive consequences to motivate good performance

Question 7

1-Needs assessment (Task Analysis)

Answer 7

Conditions to be considered:
- Job’s equipment and environment
- Time constraints
- Safety considerations
- Performance standards

(Employees are interviewed and a questionnaire is created about the importance, frequency, and difficulty of the tasks.
Determines which tasks will be the focus of training.)

Question 8

2-Readiness for Learning