Retention & Development

Question 1

ADDIE

Answer 1

Describes the 5 elements of instructional design

Assessment
Design
Development
Implementation
Evaluation

Question 2

Learning Curves

Answer 2

Graphical representation of learning over time influenced by motivation, prior knowledge, experience, specific knowledge to be learned, aptitude and attitude for learning

Question 3

Increase Return Curve

Answer 3

Starts slow, continues upward (usually a new skill/complex tasks)

Question 4

Decreasing Return Curve

Answer 4

Once learning is achieved, learning stops (routine tasks)

Question 5

S-Shaped Curve

Answer 5

Blends increase & decrease (new practice - trial & error)

Question 6

Plateau Curve

Answer 6

plateau isn’t permanent, but is frustrating - requires more/better training to full absorb new knowledge

Question 7

Donald Kirkpatrick’s 4 Levels of Job Training Evaluation

Answer 7

1. Reaction - are participants happy? (survey)
2. Learning - Did they learn? (pre-post training measurement)
3. Behavior - Did behaviors change (observation, interviews sometimes hard to tell WHY behavior changes - use multiple techniques to find out)
4. Results - How did this affect the organization? (ROI)

Question 8

Succession Planning

Answer 8

ID High Risk Positions
Determine functions of those positions and when position may vacate
ID Competencies
Perform Gap Analysis
Design Development for each competency
Develop and maintain candidate pool (internally or externally)
Track progress/maintain skills inventory

Question 9

Career Path

Answer 9

Refers to self-driven promotion path (as opposed to formal company development like a manager training program)

Question 10

Dual Ladder Career

Answer 10

2 paths that exist for the same career - for technical jobs this can be extending and getting more senior in engineering, or moving over to a managerial path

Question 11

Performance Reviews

Answer 11

Used for feedback & coaching; allocation of rewards/promotions; career planning & development

Question 12

Types of Performance Reviews

Answer 12

Category Rating (forced choice, graphic scale, checklist)
Comparative Method (Ranking, Paired Comparison)
Narrative (essay format, critical incidents, field review)

Question 13

Grievance Process

Answer 13

Written complaint
Supervisor/Employee conversation
HR/Management Investigation
Upper Management Participation

Question 14

Progressive Discipline

Answer 14

Oral Warning
Written Discipline
Suspension w/o pay
Termination

Question 15

WARN - Workers Adjustment and Retraining Notification

Answer 15

For employers 100+

Mass lay off (50+) of full time workers or plant closing must receive 60 days notification

Question 16

Androgogy

Answer 16

Adult Education

Question 17

Management By Objectives (MBO)

Answer 17

Employee and supervisor mutually agree upon goals that are used as benchmarks for evaluation.  For success, MBO's must include:
A strategic plan
High level of commitment from employee
Clearly defined objectives
Measurable performance objectives

Question 18

Behaviorally Anchored Rating Scale (BARS)

Answer 18

Using critical incidents, the evaluator ranks behavior on a scale anchored by statements about an employee’s behavior

Question 19

Critical Incident

Answer 19

Method of performance measurement based on managers’ records of specific examples of the employee acting in ways that are either effective or ineffective

Question 20

SMART Goals

Answer 20

Specific, Measurable, Attainable, Realistic and Timed

Question 21

Gig Workers

Answer 21

Independent workers employed by an organization for short term engagments