chapter 7 and 8 Flashcards
discuss how to link training programs to organizational needs.
-organizations need to establish training programs that are effective. effective training programs teach what they are supposed to teach and teach skills that will help the organization achieve success. -create programs through instructional design and the steps are: a. conduct a needs assessment b. ensure readiness for training c. plan a training program d. implement the program e. evaluate the results
explain how to assess the need for training.
3 ways to assess the needs for training: -organization analysis: determines the training by evaluating the characteristics of the organization. -person analysis: determines individual’s needs and readiness for training. -task analysis: identifies the tasks, knowledge, skills, and behaviors that training should emphasize.
explain how to assess employees’ readiness for training.
-readiness is determined by a combination of employee characteristics and positive work environment. -employee characteristics: include ability to learn the subject matter, favorable attitudes, and motivation to learn. -positive work environment: avoids situational constraints such as a lack of money and time.
describe how to plan an effective training program.
-establish training objectives: a. define an expected performance or outcome b. define the level of performance c. define conditions under which the performance should occur. -based on objectives, the planner decides who will provide the training, what topics the training will cover, what training method to use, and how to evaluate training. -HR department is usually responsible for training administration. -training methods should include presentation methods, hands-on methods, or group-building methods.
compare widely used training methods.
-classroom instruction: most widely used and is the least expensive and least time consuming. -audio-visual and computer based training: can be taken anywhere. can reduce time and money spent on training. -on-the-job training: give trainees first hand experience. -simulations: present a real-life situation, enabling trainees to see the effects of their decisions. -behavior modeling: gives trainees a chance to observe desired behaviors.
summarize how to implement a successful training program.
-implementation should apply principles that were learned and seek transfer of training. -effective training communicates learning objectives, presents information in distinctive and memorable ways, and helps trainees link the matter to their jobs. -employees are most likely to learn which training is linked to job experiences and tasks. -trainees remember information better when it is broken into small chunks, presented with visual images, and practiced many times.
how do you evaluate the success of a training program?
-evaluation should look for transfer of training by measuring whether employees are performing tasks taught in the training program. -assessment of training should also evaluate training outcomes, such as attitude, ability to perform new task, and recall of facts. -training should result in improvement in the group’s organization’s outcomes, such as customer satisfaction or sales.
describe training methods for employee orientation and diversity management.
-employee orientation: training designed to prepare employees to perform their job effectively, learn about the organization, and establish work relationships. -organizations provide orientation so that new hires can begin to learn the details of how to perform the job. -typical orientation programs include information about the overall company and the department the employee. -combine several training methods
describe how development is related to training and careers.
-employee development is the combination of formal education, job experiences, relationships, assessment of personality and abilities to help employee prepare for the future of their careers. -training: focused on improving job performance. -in modern organizations, the career changes along with a person’s interests and abilities. Successful development requires active management to adapt to the changes.
identify the methods organizations use for employee development.
-formal education: workshops, university courses, and degree programs. -assessment process: can help employees identify strengths and weaknesses and areas requiring additional development. -job experiences: help employees develop by stretching their skills as they meet new challenges. -interpersonal relationships: can help employees develop their understanding of the organization and its customers.
describe how organizations use assessment of personality type, work behaviors, and job performance to plan employee developments.
-organizations collect information and provide feedback to employees about their behavior, communication style and skills. -information may come from employees, customers, or peers. -some use performance appraisals -some use psychological tests -assessment centers combine a variety of methods to provide information.
explain how job experiences can be used for developing skills.
-job experiences contribute to development through a combination of relationships, problems, demands, tasks, and other features. -development is most likely to occur when the employee’s skills and experiences do not exactly match the skills required for the employees current job. -impact varies according to whether the employee views the experience as positive or negative. -enlargement, job rotations, transfers, promotions.
summarize principles of successful mentoring programs.
-a mentor is an experienced, productive senior employee who helps develop less experienced employees. -can establish a formal mentoring program. makes sure all employees are being mentored. -mentoring programs tend to be the most successful when they are voluntary and participants understand the details of the program. -organization should reward employee participation.
tell how managers and peers develop employees through coaching.
-a coach is a peer or manager who works with an employee to motivate the employee, help them, and provide reinforcement and feedback. -coaches should prepare to take one of three roles: working one-on-one with an employee, helping them learn for themselves, and providing resources.
identify the steps in the process of career management.
-gather data: use this information to determine their career interests and values. often use psychological tests or exercises to determine these. -provide feedback: communicate information about employee information and how it can fit into the organization’s plans. -sets goals: make sure they are specific, attainable, and rewarding. -create action plan: work with manager to develop activities to achieve goals.
