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Training and Development > Chapter 1 > Flashcards

Chapter 1 Flashcards

1
Q

companies investing more in training produce improved financial results in terms of higher ??

A

net sales
gross profits
stock growth
ratio of market

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2
Q

how does effective training differs from ineffective training

A

processes used to determine what employees need to learn

how training is designed and implemented

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3
Q

part of an integrated system in which performance is measured against criteria that are tied to strategic objectives

A

training

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4
Q

it does NOT have a dynamic relationship with the environment

A

closed systems

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5
Q

it has a dynamic relationship with the environment

A

open systems model

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6
Q

it helps employees understand how they can assist in meeting corporate objectives

A

training

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7
Q

provides employees with the knowledge and skills to perform more effectively

A

training

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8
Q

the system output influences the environment to supply new supportive input to the system

A

effective systems

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9
Q

open systems that exist as part of another open system

A

subsystems

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10
Q

it can be seen as a subsystem within the larger HR unit

A

training

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11
Q

what are sources of input

A

mission, strategies, resources

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12
Q

what are the inputs

A

org and employee needs
training budget
staff
equipment

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13
Q

what are the outputs

A

improved KSAs
improved job performance

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14
Q

what are the challenges in training process model

A

insuff. financial resources
time
training professionals

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15
Q

what are the less - than - ideal conditions

A

shortcuts, variations to training practices and systems

elimination of one or more of the processess place the entire effort at grave risk

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16
Q

should be viewed as a set of integrated processes in which organizational needs and employee capabilities are analyzed and responded to in a rational, logical, and strategic manner

A

effective training

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17
Q

meaning of ADDIE

A

analysis
design
development
implementation
evaluation

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18
Q

what is the triggering event

A

when AOP is less than EOP

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19
Q

what phase is the identification of OPG

A

analysis phase

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20
Q

[Analysis Phase]

ex. profitability shortfalls, low levels of customer satisfaction, excessive scrap

A

current

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21
Q

[Analysis Phase]

company is seen as likely to perform poorly in the future unless changes are
made

A

future-oriented

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22
Q

both training and non- training needs are identified

A

training needs analysis

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23
Q

causes of training needs

A

inadequate KSAs

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24
Q

causes of non-training needs

A

motivation
faulty equipment
require a diff. solution (not training)

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25
process of data gathering and causal analysis to determine which performance problems should be addressed by training
analysis phase
26
what phase determining how the training will address the organizational constraints
design phase
27
what phase is the creation of training objectives
design phase
28
it provides a focus for program development
training objectives
29
it sets the parameters for what will and will not work
guidelines
30
what phase is identifying the factors needed in the training program to facilitate learning and its transfer back to the job
design phase
31
what is the formulation of instructional strategy
development phase
32
what phase is creating all the things that are needed to implement the training program
development phase
33
it is the order, timing, and combination of methods and elements to be used in the training program to meet the objectives
instructional strategy
34
it is integrated into a coherent, well - organized training plan
outputs
35
what is phase is where all the previous phases of the training process come together
implementation phase
36
what phase conducts a dry run or pilot
implementation phase
37
it allows for the testing of the training to determine if any modifications are necessary
dry run or pilot
38
what phase begins during the development phase
evaluation phase
39
it is the output of the design phase
evaluation objectives
40
determines how well a particular training process achieved its objectives ex., did the trainer follow the exact training process suggested?
process evaluation
41
at the end of training to determine the effects of training on the trainee, the job, and the organization training objectives as the standard
outcome evaluation
42
effective training is a tool for ?
better job performance better bottom line results creating org-wide adaptability
43
what generation has the highest knowledge and skills levels
baby boomers
44
effective training is structured as a continuous performance improvement process that is integrated with other systems and business strategies
quality and continuous improvement
45
organized body of facts, principles, procedures, and information acquired over time
knowledge
46
substituted for abilities
attitudes
47
must be part of any holistic attempt to describe learning/training outcomes
attitudes
48
relatively permanent change in cognition results from experience directly influences behavior
learning
49
general capacities related to performing a set of tasks that are developed over time as a result of heredity and experience
abilities
50
general capacities to perform a set of tasks developed as a result of training and experience
skills
51
facts that people learn
knowledge
52
information we acquire and place into memory factual information about a subject verifiable blocks of information
declarative knowledge
53
how and when to apply the facts that have been learned allows trainees to understand the underlying rationale and relationships surrounding potential courses of action so they can apply their factual knowledge appropriately
procedural knowledge
54
our understanding of how, when, and why information is used and is useful for planning, monitoring, and revising goal-directed activity
strategic knowledge
55
"Learning How to Learn" Program
when strategic knowledge is the focus of training
56
proficiency at being able to do something rather than just knowing how to do it
skills
57
learning a particular skill or has only recently learned it nees to think about what he/she is doing
compilation
58
mastered the skill and used it often able to perform without thinking
automaticity
59
beliefs and opinions that support or inhibit behavior
attitudes
60
reflected in the goals people choose to pursue and the effort they use in achieving those goals
motivation
61
influenced by how a person feels about things related to the goal (attitudes)
goals and effort
62
motivate employees to perform or learn more effectively need to be addressed through training
attitudes
63
set of KSAs that enables a person to be successful at a number of similar tasks
competencies
64
what is the foundation of competencies
KSAs
65
determine what types of training will improve competencies and thus lead to improved job performance
KSAs
66
useful for understanding how the KSAs combine to influence job performance
competencies
67
bigger umbrella
development
68
only one component under development
training
69
systematic process of providing an opportunity to learn KSAs for current or future jobs
training
70
result of learning
development
71
difference of training and education
training - job specific ksa education - more general ksa
72
new hire with little experience but a good education in the training area could start out as a materials designer or a stand-up trainer
entry-level specialist position
73
when a person has a solid grasp of the system how it is “supposed” to work and how it “actually” works
supervisor of specialist activity
74
assume responsibility for all training and development activity in the organization
training executive
75
provide training aimed at preventing the illegal behavior implementation of policy and procedure for addressing the behavior application of sanctions
good - faith effort
76
documenting the way things are done
process mapping
77
assessing how you are doing now
preaudit
78
assessing how well you are doing after the changes
post audit
79
developing processes to improve to reach a desired level of quality
change
80
a key component of most continuous improvement processes
quality improvement
81

Training and Development (2 decks)

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