Chapter 8 Flashcards
(24 cards)
What is a Learning Organization?
An organization skilled at creating, acquiring, and transferring knowledge and modifying behavior to reflect new knowledge.
What is Orientation?
A long-term, continuous socialization process considering employee and employer expectations.
What is Training?
Short-term efforts where organizations impart information to help gain required skills or knowledge for a job.
What is Onboarding?
The first step in the orientation process providing employees with basic background information about the organization and job.
What is the purpose of Onboarding?
Reduces jitters, improves productivity, sets expectations, and aids retention.
Who is responsible for Onboarding?
HR specialist (corporate info), Supervisor (job details), Buddy/Mentor (social norms).
What are problems with Onboarding Programs?
Information overload, too many forms, lack of orientation, and gaps in HR/supervisor communication.
How can Onboarding Programs be evaluated?
Employee reaction, socialization effects, cost/benefit analysis.
What are the contents of Onboarding Programs?
Handbooks, facility tours, job-related documents, training expectations, performance criteria.
What is Executive Integration?
A longer orientation process (18-24 months) for executives to integrate into company culture and roles.
What is the purpose of Training?
Teaching employees basic skills needed to perform their jobs as part of an organization’s strategic plan.
What is Development?
Long-term preparation for future jobs (succession planning).
Why is Training necessary?
Enhances global competitiveness, adapts to technological change, and strengthens employee commitment.
What are the three learning styles?
Auditory (talking/listening), Visual (pictures/print), Kinesthetic (hands-on learning).
What is Negligent Training?
When an employer fails to train an employee who then harms a third party, leading to liability issues.
What are the five steps in the Training Process?
- Training Needs Analysis, 2. Establish Training Objectives, 3. Instructional Design, 4. Validation, 5. Implementation.
What is Task Analysis?
Breaks down a job into tasks/skills and determines where they are best learned (for new employees).
What is Performance Analysis?
Verifies performance deficiencies and determines if training is the solution (for current employees).
What are Training Objectives?
Specify what trainees should accomplish after training, provide focus, and serve as an evaluation benchmark.
What is Instructional Design?
Prepares curriculum, ensures quality materials, and considers best delivery methods (e.g., computer-based, online).
What is Validation in training?
Pilot study to assess training effectiveness before full implementation.
How is training implemented?
Professional trainers deliver content; ‘train-the-trainer’ workshops may be required.
How is training evaluated?
Reaction (satisfaction), Learning (objectives met), Behavior (application), Results (organizational impact).
What are some special-purpose training programs?
Literacy, global diversity, customer service, teamwork, first-time supervisors.
