Designing and Evaluating Training Systems Flashcards
_____ is the “systematic acquisition of skills, rules, concepts, or attitudes that result in improved performance”
_____ compensates for the inability to select desired applicants.
Training
Determining _____ Needs
Conducting a needs analysis is the first step in developing an employee training system. The purpose of needs analysis is to determine the types of training, if any, that are needed in an organization, as well as the extent to which training is a practical means of achieving an organization’s goals.
Three types of needs analysis are typically conducted: organizational analysis, task analysis, and person analysis.
Training
The purpose of _____ analysis is to determine those _____ factors that either facilitate or inhibit training effectiveness.
A properly conducted _____ analysis will focus on the goals the organization wants to achieve, the extent to which training will help achieve those goals, the organization’s ability to conduct training (e.g., finances, physical space, time), and the extent to which employees are willing and able to be trained (e.g., ability, commitment, motivation, stress).
organizational
The purpose of a _____ analysis is to use the job analysis methods to identify the _____ performed by each employee, the conditions under which these _____ are performed, and the competencies (knowledge, skills, abilities) needed to perform the _____ under the identified conditions.
task
The third and final step in the needs analysis process is determining which employees need training and in which areas. _____ is based on the recognition that not every employee needs further training for every task performed.
To determine the individual training needs for each employee, _____ uses performance appraisal scores, surveys, interviews,skill and knowledge tests, and/or critical incidents
Person Analysis
_____ is also commonly used to train nonmanagerial employees. Aside from increasing employee awareness, the main advantage of _____ is that it allows for both lateral transfers within an organization and greater flexibility in replacing absent workers.
Job rotation
Many organizations, such as Pitney-Bowes, have also adopted _____ programs, in which experienced workers are temporarily assigned to the training department. These workers are taught training techniques and then spend several months training new employees before resuming their old jobs.
pass-through
A _____ is a veteran in the organization who takes a special interest in a new employee and helps him not only to adjust to the job but also to advance in the organization. Typically, _____ are older and at least one level or position above the employee being ______.
mentor
The most simple and practical of research designs implements a training program and then determines whether significant change is seen in performance of job knowledge
Pretest-Postest Design
The most simple and practical of research designs implements a training program and then determines whether significant change is seen in performance of job knowledge
Pretest-Postest Design
The big advantage this second design has is that it allows a researcher to look at the training effect after controlling for outside factors
Pretest/Posttest Control Group Design
With this design, one group will undergo training but will not take the pretest, a second group will undergo training but will take the pretest, a third group will not undergo training but will take the pretest, and a fourth group will neither undergo training nor take the pretest
Solomon Four-Groups Design
With this design, one group will undergo training but will not take the pretest, a second group will undergo training but will take the pretest, a third group will not undergo training but will take the pretest, and a fourth group will neither undergo training nor take the pretest
Solomon Four-Groups Design
There are six levels at which training effectiveness can be measured: content validity, employee reactions, employee learning, application of training, business impact, and return on investment.
Evaluation Criteria
Employee _____ involve asking employees if they enjoyed the training and learned from the training. These ratings tend to be most influenced by the trainer’s style and the degree of interaction in the training program, but are also influenced by the motivation of the trainee prior to training as well as perceptions of organizational support for the training
reactions
