HR Development Flashcards
(34 cards)
What is the purpose of the “Design” stage in the ADDIE model?
- Provides the framework, sets objectives
- Should answer Why? Who? What When? Where? How?
- Determines constraints
What are some types of training objectives?
- Organizational objectives (have impact on organizational outcomes)
- Transfer of Training objectives (have impact on trainees’ job behavior)
- Learning objectives (when do you know that desired learning has occured?)
- Trainee reaction objectives (desired reactions to training and how/when they will be measured)
What are the key elements of objectives?
- Behavior
- Conditions
- Standards (definitions of success, e.g. accuracy, quality and speed)
Why is it important to set objectives?
- Guides development of training
- Focuses attention of trainers & trainees
- Enhances transfer of knowledge
- Reduces anxiety related to the unknown
Why is it crucial to set design guidelines?
- they provide the rules for how you will develop and implement your training
- If your design is faulty, so will be your training
What does the learning theory describe?
describes how students receive, process and retain knowledge during learning
How do Behaviorists look at learning theory?
Key is to establish a system of rewards and targets in education, and look at environment of a student
Explain the difference between Behaviorism and Cognitivism!
The cognitivism movement was a response to behaviorism.
While behaviorism identifies thinking as a behavior, cognitivism argues that what people think influences their behavior and thus cannot be a behavior itself.
Explain the four different learning styles and their appropriate teaching styles!
- Active-Reflective: A: give time to do, R: give time to think
- Sensing-Intuitive: S: give specifics, I: give just possibilities
- Visual-Verbal: Vi: present graphs, models, Ve: reading, talking
- Sequential-Global: S: give linear perspective, G: give big picture
Explain the difference between topical sequencing of training and spiral sequencing of training
Topical:
Topic A Modul 1 –> Topic A Modul 2–> Topic B Modul 1 –> Topic B Modul 2
Spiral:
Topic A Modul 1 –> Topic B Modul 1 –> Topic A Modul 2 –> Topic B Modul 2
What are keys to successfully facilitate training?
- Eliminate distractions
- Conditions of practice
- Activate retention
- Get and keep attention
- Goal setting
- Support
- Reward
What are the three steps of an open system?
Input –> Process –> Output
When does a “Trigger” event occur?
When ACTUAL organizational performance < EXPECTED organizational performance
Explain the ADDIE model!
- (Trigger event)
- ANALYSIS (Identify a need)
- (Training) - decide what you want to train (Knowledge, Skills, Attitude, Motivation, Job Performance)
- DESIGN
- DEVELOPMENT (Determine specifics on how, where, when, etc.)
- IMPLEMENTATION (Dry Run/Pilot)
- EVALUATION
What is the difference between a “Dry Run” and a “Pilot test”?
Dry run ➡️ with colleagues
Pilot ➡️ actual training
What are the inputs of an ADDIE Training model?
- Organizational Needs
- Employee Needs
- Budget
- Equipment
- Staff
hint: ADDIE is the process
What are the outputs of an ADDIE Training model?
Knowledge
Skills
Attitudes
Motivation
Job Performance
hint: ADDIE is the process
What does the Analysis phase (Training Needs Anaylsis) in the ADDIE model investigate?
Tries to identify organizational performance gaps, such as:
- profitablity shortfalls
- low levels of customers satisfaction
- high turnover rate
What are Input, Process and Output of the Analysis phase in the ADDIE model?
Inputs:
- Organizational Analysis (Objectives, Resources, Environment)
- Operational Analysis (Expected Performance)
- Person Analysis (Actual Performance)
Process:
- Identify Performance Descriptancy (PD) (= when AP < EP) & its causes
Outputs:
- Training needs or non-training needs
What are possible solutions if employees have performance gaps in Knowledge, Skills or Attitudes (KSA)?
- Job aids
- Coaching
- Job Redesign
- Transfer
Note: If KSA are lacking –> Training might be a solution! If not lacking, training is NOT the solution!
Note #2: When measuring KSA, reliability and validity are of high importance!
What is the main difference between a job specification and a job description?
Job description outlines tasks and responsibilities, while a job specification focuses more on what kind of person is needed for the job (required KSAs)
What are Input, Process & Output of the Design stage?
Input:
Learning Theory
Training Needs
Organizational Constraints
Process:
Developing Training Objectives
Output:
Factors to facilitate learning
Alternative methods of instruction
Evaluation objectives
What are the two steps of the development phase in the ADDIE model?
- Formulate instruction strategy to describe timing, order, methods
- Obtain and prepare everything that is needed for implementation (content, materials, equipment, media,…)
What are Input, Process & Output of the Development stage?
Input:
Determine factors that facilitate Learning & transfer
Choice of instructional method
Process:
Instructional Strategy (Training Plan)
Output:
Training Plan
Instructional Materials
Instructional Equipment
Trainee & Trainer manuals
Facilities
Trainers
List of items & actions needed
