LECT 6 Flashcards
(23 cards)
imagine that you have selected all your current employees randomly (using monkeys throwing darts at CVs) and now you want to see how effective /ineffective they are. Out of 30 employees 12 of them are classified as effective using the current perfomance criteria. You are thinkiong of using a miore sophisticated selection proceduzre - aSTRUCTURED INZERVIEW you need to hire 5 people and you recieve 50 applications
whats the base rate and selection ratio
the taylor russel table tell you taht the success rate using the interview will be 50%
base rate is 12/30 = 40%
selection rate is 5/50 = 10%
so according to the utzility theory you should take the new selection procedure however the new selection procedure is very expensive so mby not worth it
what is the ideal base rate and why
The ideal BR is 0.5 because if its too low its telling something about your applicant pool, you cant improve as much on it
but it its very hight its hard to make a bteer selection than that so its not worthy tp make a new selection procediure
what is the ideal base rate and why
0.5 becasue you can improve
evaluate the advantages of using certain theoretical models when designing training
- Trainability & Individual Differences
✔ Ensures training is tailored to learners’ needs, abilities, and learning styles.
✔ Improves engagement and learning success for diverse employees. - Error Management Training
✔ Promotes learning through mistakes in a safe environment.
✔ Improves problem-solving and adaptability in real-world tasks. - Self-Regulation
✔ Encourages learners to take control of their progress.
✔ Leads to deeper learning through reflection and self-monitoring. - Knowledge of Results (Feedback)
✔ Helps learners correct mistakes early.
✔ Reinforces positive behaviors and builds confidence. - Goal Setting
✔ Increases motivation and focus.
✔ Encourages persistence and effort, especially with specific and challenging goals. - Behavior Modeling
✔ Effective for teaching soft skills by showing exactly how to behave.
✔ Encourages imitation and practice, leading to better skill transfer.
what are the 2 types of knowledge that can be trained
declarative and procedural knowledge
- Declarative knowledge - knowledge about “what” (i.e., facts, meaning of terms) E.g. theory underlying biases during interviews
- Procedural knowledge - knowledge about “how” (i.e., how to perform skilled behavior) } E.g. prepare interview to minimize biases
what are the 2 elements that individuals have to have for training to be sucessful
Individuals must be:
1. Capable of learning the new material (‘can do’)
2. Motivated to learn the material (‘will do’)
+ must recieve support form supervisors/peers
what are the brpads steps of creating effective training - 5
- Define what is to be learned
- Needs Assessment
- Design
- Delivery
- Evaluation
what does defining what needs tobe learned entail
What is to be the overall goal of Training & Development in our organization? (e.g. train employees, customers or suppliers? Link to strategy)
what is a needs assesment
3 apsects: training needs + objetcives + pretrainming motivation
needs assesment is determening Which aspects of job performance would benefit thevorganization with use of training?
- Check whether there is a need for training before spending € on it (so before design)
- Helps set appropriate goals for training & ensures that trainees are ready to participate -** pre-training motivation**
what ius the difference Training vs. Development
Training - immediate / near-term needed KSAs, attitudes or social behavior
Development - broadening a person’s skills for future responsibilities
it is importaint because:
- Source of competitive advantage
- Well designed training (& e-learning especially) has been found to be effective for improving performance (average effect size is 6 d = .62)
what are training objectives
- part of needs assesmnet
- after needs have been identified - you need to specify the training objectives
- specificakly what is to be learned
what is pre trainingf motivation + what are the factors influencing it
Individual attitudes, expectancies, and self-beliefs likely to influence willingness to attend training and actual learning during training
- Self-efficacy: belief in one’s capabilities, that one can learn content successfully (effort + persistence)
- Locus of control (internal, perceive benefits of training)
- Anxiety can disrupt cognitive functioning & attention
- Valence of training (desirability of training outcomes )
training effectivesess
the extent to which training produced the intended results
- in general training is effective when employees:
- are satisfied with the training experience
- increase their motivation
- enhance their knowledge and skills
- ultimately, transfer of training = success of training
- i.e. employees use KSAs on job
- can also look at org. outcomes (e.g. ROI, performance)
what does designing the training entail
- Create an optimal environment for training & learning
- Decompose & sequence the training in an efficient manner
- Use theoretical models to guide training
how to deliver training
- information presentation methods
- simulation methods
- on the job training
why and how to evaluate training
It is important not only that the benefits of training be maximized, but also that these benefits are documented.
How to Evaluate Training (Kirkpatrick’s 4 Levels)
1. Reaction – Did participants like it?
2. Learning – Did they gain knowledge or skills?
3. Behavior – Are they applying it on the job?
4. Results – Did it improve performance or outcomes?
how to create an environmebt for training and learning
To create a good training and learning environment:
Set clear goals
Make training meaningful and job-relevant
Use active practice
Give feedback
Encourage participation and motivation
Provide supportive atmosphere
what is team training and hoe to design it
- Conduct team-training needs analysis
- Develop training objectives for both task and teamwork skills - needs assesment
- Design exercises & training based on (2)
- Evaluate team effectiveness
t or f adding feedback to training increases perfromance more than adding goal settiung
false the greatest increase is goal setting + feedback
what is technology based training
Technology-based training is a method of delivering learning content using digital tools such as online courses, videos, webinars, mobile apps, and simulations. It allows learners to train at their own pace and is easily scalable for large or remote groups. While it’s flexible and cost-effective, it can be less interactive and requires access to technology. This method is part of the delivery phase in training design.
what are stimulation games
Simulation games are training methods that mimic real-life work situations in a game-like setting. They allow learners to practice decision-making and problem-solving in a safe, engaging environment. This method helps build practical skills and is part of the delivery phase of training design.
what is the transferof training and how to enshure it
The extent to which new knowledge and skills learned during training are applied on the job
To ensure transfer of training:
Make training relevant to real job tasks.
Use realistic practice (e.g., simulations, role plays).
Provide feedback during and after training.
Set clear goals so learners know what to apply.
Encourage supervisor support (e.g., follow-ups, coaching).
Create a supportive work environment for applying new skill
The better the training matches the actual work context, the more likely transfer will happen.
why is Knowledge of results (feedback) importaint
Knowledge of results (feedback) is important because it helps learners understand what they’re doing right or wrong. It guides improvement, reinforces correct behavior, and keeps motivation high by showing progress.
