Chapter 7: Onboarding, Training and Development, and Career Planning

Question 1

strategic importance of onboarding and training development is to ensure that the org uses its

Answer 1

talent resources effectively

Question 2

extending a warm welcome to new hire, helping employees to understand org mission, vision, values and how to do their job effectively

Answer 2

strategic onboarding and training development

Question 3

process of capturing, distributing, and effectively using knowledge

Answer 3

knowledge management

Question 4

the training, org development, or employee development function

Answer 4

human resource development (HRD)

Question 5

to establish learning interventions that enable individuals to optimally perform current and future jobs

Answer 5

human resource development (HRD)

Question 6

prepares people to do their PRESENT job

Answer 6

training

Question 7

activities aimed to provide employees with enhanced skills to perform current job

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training

Question 8

an investment in human capital

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training

Question 9

prepares employees for FUTURE jobs

Answer 9

development

Question 10

activities aimed at providing employees with enhanced skills for the future

Answer 10

development

Question 11

process of integrating new employees into the org and providing them with the tools, resources, and knowledge to become successful and productive

Answer 11

onboarding

Question 12

includes orientation, socialization, and training and development activities

Answer 12

onboarding

Question 13

purpose of onboarding programs: (3)

Answer 13

• help employees feel welcomed
• build relationships
• understand the orgs culture

Question 14

clarify rights and duties of employees

Answer 14

onboarding activities

Question 15

onboarding reduces (3)

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• employee turnover
• error and saves time
• employee anxiety

Question 16

the additional costs associated with a new employee

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startup costs

Question 17

develops clear job expectations and attains acceptable job performance levels faster

Answer 17

onboarding

Question 18

programs that familiarize new employees with their roles, the org, and its policies, and other employees

Answer 18

orientation programs

Question 19

3 approaches to orienting new employees

Answer 19

• individual orientation
• group orientation
• assign a buddy or sponsor

Question 20

3 main areas that a typical orientation program focuses on

Answer 20

1. organizational aspects
2. HR-related policies/practices
3. role expectations and performance

Question 21

where ppl adapt to an org through learning and accepting the values, norms, and beliefs held by others in the org

Answer 21

socialization

Question 22

helps new hires to understand the social, technical, and cultural aspects of the workplace

Answer 22

orientation and socialization

Question 23

help speed up the onboarding process

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orientation and socialization

Question 24

guidelines to the ways ppl learn most effectively

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learning principles

Question 25

best way to understand learning is through the use of the

Answer 25

learning curve

Question 26

visual representation of the rate at which one learns

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learning curve

Question 27

trainers want each employee's learning curve to reach

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satisfactory level of performance as quickly as possible

Question 28

what are the 5 learning principles

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``` participation repetition relevance transference feedback ```

Question 29

is received directly on the job and is used primarily to teach workers how to do their present job

Answer 29

on-the-job training

Question 30

training employees to perform operations in the areas other than their assigned job

Answer 30

cross-training

Question 31

learning from a more experienced employee

Answer 31

apprenticeship

Question 32

provides a model for a trainee to copy

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coach

Question 33

where trainees assume different identities in order to learn how other's feel under different circumstances

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role playing

Question 34

lectures and video presentations, job labs/simulations, role playing, case-study, and self-study and programmed learning are examples of

Answer 34

off-the-job training

Question 35

user interacts with only 1 specific program

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self-paced portal

Question 36

trainees may have access to various databases that help them work through the training material

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performance support

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demonstrations are displayed with real-time access

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synchronous

Question 38

is accessible anytime, but trainees and the trainer are not necessarily present at the same time

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asynchronous

Question 39

using realistic 3D visual impressions of the actual work enviro

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virtual reality

Question 40

the identification of needed skills and active management of employees learning in relation to corporate startegies

Answer 40

strategic HR development

Question 41

types of developmental activities will depend on whether the areas to develop are (3)

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cognitive behavioural environmental

Question 42

4 behavioural strategies

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behaviour modelling sensitivity training team building mentoring

Question 43

teaches a desired behaviour by providing the trainee with a detailed display of desirable behaviour by a manager

Answer 43

behaviour modelling

Question 44

method of making manager more aware of their impact and own behaviour on others

Answer 44

sensitivity training

Question 45

establishing a close relationship with a boss or someone more experienced who takes personal interest in the employee

Answer 45

mentoring

Question 46

useful in offering employees exposure to different business areas and gaining fresh perspective on existing roles

Answer 46

job rotation

Question 47

bring employees together from different functional areas to work on a project

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project teams

Question 48

allows organizational needs and individual development needs to be combined simultaneously

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internal consulting

Question 49

movement of employee from one position to another in same class but under another supervisor in another department

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lateral transfer

Question 50

allows management to change an employee's job responsibilities, often to avoid layoffs

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job redefinition/ reclassification

Question 51

prepares employees to work in a different cultural enviro

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cross-cultural management training

Question 52

evaluation of training activities is done to verify the

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program's success

Question 53

4 type of evaluation criteria used to verify if training was succesful

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reaction knowledge/skill behaviour organizational results

Question 54

analysis to assess the cost-effectiveness of a project or program

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cost-benefit analysis

Question 55

2 trends in onboarding programs that help with the challenge of providing too much content at one time

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- digital learning platforms | - gamification

Question 56

when a new hire doesn't feel comfortable asking questions or know who to ask, this can reduce that barrier

Answer 56

a mentor

Question 57

determine what needs training, who needs training and where the organization training is needed

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needs assessment

Question 58

3 types of knowledge

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declarative procedural strategic

Question 59

3 main categories of training output

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knowledge-cognitive skills and behaviour attitudes

Question 60

most basic form of knowledge and refers to facts or info about aspects of the job

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declarative knowledge

Question 61

requires employees to know how and when to apply job-related facts or how to perform specific procedures (more complex form than declarative)

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procedural knowledge

Question 62

involves higher-level mental processes like planning, monitoring, and evaluating (most complex form of knowledge)

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strategic knowledge

Question 63

training technique that provides on and off the job instruction

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apprenticeship

Question 64

used for training ppl for jobs in the Trades

Answer 64

apprenticeship

Question 65

effective for training declarative and procedural knowledge through quizzes, reflections, answering questions, etc.

Answer 65

programmed learning

Question 66

effective for training attitudes and interpersonal behaviour

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role playing

Question 67

when paired with discussions and reflections it can be effective for training declarative knowledge and attitudes

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lectures

Question 68

methods to asses attitudes and trainee reactions

Answer 68

surveys

Question 69

methods to asses knowledge

Answer 69

tests

Question 70

methods to assess skills and behaviour (2)

Answer 70

performance tests | job performance data

Question 71

methods to asses unit and organization-level outcomes (2)

Answer 71

customer complaints | sales performance

Question 72

to be sure that a training program is the main factor contributing to employee change/ improvement we should include a

Answer 72

control group