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1

What is the strategic importance of training and developing a competitive workforce

The best competitors use training and development practices to improve the ability of the workforce to implement the firm's business strategy. Training and development activities also contribute to organizational success less directly. These activities can also be a means for employers to address employees' needs.

2

community-of-practice

a social network of people who share a common interest and who are committed to collaborating on projects related to their shared interest

3

Explain how training and development practices are shaped by other aspects of the HRM system

In an integrated HRM system, training and development activities are designed to ensure legal compliance, are informed by job analysis and competency models, and are aligned with HR planning as well as with recruitment and selection practices

4

training

improving performance in the near term and in a specific job by increasing employees' competencies

5

development

activities intended to improve competencies over a longer period of time in anticipation of the organization's future needs

6

socialization

teaching employees about the organization's history, culture, and management practices

7

Describe the roles and responsibilities of the HR Triad in training and developing a competitive workforce

HR professionals take responsibility for identifying the objectives of training and development and the methods of achieving them. Effective training and development require managers to actively participate and employees to capitalize on available training opportunities

8

How are training and development needs determined?

Training and development are most likely to achieve the desired objectives when they are grounds in the results of a needs assessment. A thorough needs assessment includes organizational, job, person, and demographic needs analyses

9

organizational needs analysis

an assessment of short- and long-term training and development needs given the business strategy, company culture, and expected changes in the external environment of the company

10

jobs needs analysis (task needs analysis)

identifies the specific skills, knowledge, and behavior needed to perform the tasks required by present or future jobs

11

person needs analysis

identifies gaps between a person's current competencies and those identified as being necessary or desirable

12

demographic needs analysis

used to determine the training needs of specific populations of workers

13

What are the key questions to be addressed when designing practices for training and developing a competitive workforce

Designing training and development activities involves deciding who will be training, who will train, where the training will occur, what methods will be used, and how to created the right conditions for learning

14

What are the three types of learning objectives for training or development activities

Training and development activities should have content that is congruent with the learning objectives. Typical learning objectives include improving cognitive knowledge, developing employees' skills, influencing affective responses, and encouraging ethical behavior

15

orientation program

briefs new employees on the benefits and services offered to them, advise them of rules and regulations, and explain the policies and practices of the organization

16

emotional intelligence

Involves recognizing and regulating emotions in ourselves and in others, and it includes self-awareness, self-management, social awareness, and relationship management

17

Describe the different formats that can be used for training development activities

Program formats available to employers include e-learning, on the job training, apprenticeship, developmental job assignments, mentoring and offsite training.

18

e-learning

Those technologies used for training and development activities, including web-based learning, virtual classrooms, computerized learning modules, interactive TV, satellite broadcasts, etc

19

On-the-job training

occurs when employees learn their jobs under direct supervision

20

job rotation programs

involve rotating employees through positions at a similar level of difficulty to train them in a variety of tasks and decision-making situations

21

developmental job assignments

those assignments that place employees in jobs that present difficult new challenges and hurdles that 'stretch' the employee to learn more

22

formal mentoring

an established employee guides the development of a less experienced worker or protege

23

personal coaches

typically observe the employee in action and then provide feedback and guidance for how that employee can improve her or his interaction skills in the future

24

interactive video training

these programs present a short video and narrative presentation and then require the trainee to respond

25

training transfer

employees can readily apply the knowledge and skills learning during training to their work

26

simulations

present situations that are similar to actual job conditions and allow trainees to practice how to behave in those circumstances

27

How can conditions be created to maximize learning during training or development

It is important to take time to set the stage for learning, to create conditions that will maximize learning during the program, and to provide conditions that will maintain performance in the long term

28

behavioral modeling

describing the behaviors to be learned to trainees, having a role model provide a visual demonstration of the desired behaviors, allowing the trainees to imitate the desired behaviors and giving feedback

29

reinforcement

a consequence that follows behavior

30

Explain three main goals of team training and development programs

The three main goals of team training programs are to develop team cohesiveness, effective team procedures, and work team leaders