Comm 385 Midterm Flashcards
(49 cards)
Training and Development
is important for employees, organizations and customers/ clients. Serious incidents can result from a lack of training. Training and development is a key factor for success and profitability. However, it can be the first thing to be cut due to budgets.
Performance Management
Not a single event but a continuous loop of establishing performance goals and expectations, designing interventions and programs to develop employee knowledge/skills and abilities (KSA)
Performance Management Process
Performance expectations and goals, monitor performance and provide feedback, performance evaluation and consequences, employee training and development
Training and Development Defined
Formal and planned efforts for one to acquire (KNOWLEDGE, SKILLS, ABILITIES) (KSA);
Training; improve current job performance short term focus
Development; To perform future job responsibilities longer term focus such as career goals
T&D benefits organizational
Strategy: training employees to have knowledge and skills to help achieve organizational goals and objectives
Effectiveness: increase competitive advantage
Employee recruitment, engagement and retention; attracts engages and helps keep top talent
T&D Benefits Employees
Intrinsic (internal) improved knowledge and skills, confidence and efficacy, feelings of increased usefulness
Extrinsic (external) higher earnings, improved marketability, greater security of employment
T&D benefits societal
educated and employed population, health and safety, economy and standard of living
Canadian Snapshot
Over 56% of workers have access to employment-sponsored training and 44% have none. Part-time workers are less educated to receive training than those in small or medium-sized organizations.
Strategic T&D
Business strategy influences HRM strategy;
Business strategy- HRM strategy- learning and training strategy- training and development program
Instructional systems design model
rational and scientific model of t and d process consists of 3 major overlapping steps; starts with performance gap (problem), training needs analysis, training design and delivery, training evaulation
Creative thinking
channelling your brain to think what may happen when things are no longer the same for instance the oil and gas industry
Learning
the process of acquiring skills and knowledge, and change in individual behaviour as a result. * Building the connection in the workplace that is in formal by realizing who has more power or can be on the fly and happens day by day the other formal training is learned and taught
Workplace learning
aquiring job related skills through informal and formal social interactions and training programs
70% of learning comes from on the job
20% of learning from relationships and interactions
10% is formal learning
70-20-10- model
Formal and informal
- Formal= organization is in charge
- Informal= employee is in charge of the training
Explicit Knowledge
things you can buy or trade or train, can be written into procedures only 20% of knowledge is this type
Tacit Knowledge
Learned from experience and insight, intuition * Harder to be trained, almost impossible to take tacit knowledge and train it in a traditional way
Intellectual capital
- Putting the value statement on training and development; organizations are paying attention to their intellectual capital, gaining leverage and adding assets to their workplace
- Training and development grows intellectual capital
Stages of Learning ACT THEORY
Adaptive character of thought ACT theory
Stage 1: Declarative knowledge; learning knowledge, facts and information
Stage 2; knowledge compilation, learning and performance
Stage 3: Procedural knowledge
* Different layers of learning to think about how people learn
* Learning to swim is an example of going through the stages
* For the group project you may get through stage 1 or 2
Resource Allocation Theory
suggests that individuals possesses limited cognitive resources that can be used to learn new tasks
KOLBS learning cycle
recognizes that people differ in the way they prefer to learn but they can learn in all 4 ways; active experiment (learn by doing), concrete experience (leaning by experiences), abstract conceptualization (learning by thinking), reflective observations (learning by reflecting)
Teach Back
came from health care and airlines, also known as show me training method. It is highly engaging, breaks heavy content into chunks, learning by doing. However can consume additional time, works with only 12-60 people
Gagne’s model
- verbal information
- intellectual skills
- cognitive strategies.
- motor skills
- attitudes
Kraigers Model
- cognitive domain- knowledge
- skills based outcomes- motor skills and technical
- affective outcome- motivational
Goal Setting Theory
A goal os the object or aim of action, goals are motivational as the direct peoples efforts and lead to development of strategies
A distal goal; long term or end goal
Proximal goal; short term goal or sub goal
