T and D Flashcards
(186 cards)
1
Q
What is BUSINESS STRATEGY?
A
A plan that integrates the company’s goal and actions.
2
Q
What is a LEARNING ORGANIZATION?
A
A company that has an enhanced capacity to learn, adopt, and change.
3
Q
What are STRATEGIC LEARNING AND DEVELOPMENT INITIATIVES?
A
Learning that a company should take to help it achieve its business strategy.
The initiatives are based on the business environment.
4
Q
What does STAFFING STRATEGY refer to?
A
The company’s decisions regarding where to find employees.
5
Q
What is UNIQUENESS in the context of employees?
A
The extent to which employees are rare and specialized.
6
Q
What is STRATEGIC VALUE?
A
Employees’ potential to improve company effectiveness and efficiency.
7
Q
What are the FOUR TYPES OF EMPLOYEES?
A
- Knowledge-based employees (high value and uniqueness)
- Job-based employees (high value and low uniqueness)
- Contract employees (low value and low uniqueness)
- Alliance/partnership (high uniqueness and low value)
8
Q
What is HUMAN RESOURCE PLANNING?
A
Allows the company to anticipate the movement of human resources.
9
Q
What is EXTENT OF UNIONIZATION?
A
Results of union management programs that help employees prepare for new jobs.
10
Q
What is STAFF INVOLVEMENT IN TRAINING AND DEVELOPMENT?
A
How involvement of staff affects training programs.
11
Q
What are the TRAINING NEEDS IN DIFFERENT STRATEGIES?
A
- Concentration strategy
- Internal growth strategy
- External growth strategy
- Disinvestment strategy
12
Q
What is CENTRALIZED TRAINING?
A
Focus on sharing, reducing cost, or creating and maintaining a market niche for products and services.
13
Q
What does BRAND refer to in training?
A
Includes the look and feeling of the training function that is used to create expectations.
14
Q
What is OUTSOURCE TRAINING?
A
The use of an outside company for training.
15
Q
What is NEEDS ASSESSMENT?
A
A critical first step in designing new and revising current training.
16
Q
What is ORGANIZATIONAL ANALYSIS?
A
Involves determining the appropriateness of training given the company’s business strategy.
17
Q
What is PERSON ANALYSIS?
A
Helps identify who needs training.
18
Q
What is TASK ANALYSIS?
A
Identifies the important tasks and knowledge, skills, and behaviors.
19
Q
What does LEARNING AND TRANSFER OF TRAINING explore?
A
Identifying outcomes and learning objectives.
20
Q
What does THE NEEDS ASSESSMENT provide?
A
Information that helps the company choose the appropriate training.
21
Q
Who are COMPANY LEADERS?
A
Usually involved in determining whether training meets the company’s strategy.
22
Q
Who is NOT usually involved in identifying which employees need training?
A
UPPER-LEVEL MANAGEMENT.
23
Q
Who are SUBJECT MATTER EXPERTS (SMEs)?
A
Employees, academics, managers, technical experts, trainers, and even customers who are knowledgeable.
24
Q
What are METHODS USED IN NEED ASSESSMENT?
A
- Observing employees performing the job, using online technology
- Reading technical manuals and other documentation.
25
What is HELP DESK MANAGEMENT SOFTWARE?
Can categorize and track calls and questions by application, by caller, or by vendor.
26
What is ONLINE TECHNOLOGY?
Available to monitor and track employee performance.
27
What are the FOUR GROUPS in SME interviews?
Types of SMEs interview that involves a face-to-face meeting.
28
What is CROWDSOURCING?
Refers to asking stakeholders to provide information for needs assessment.
29
What is IDEATION?
A web-based tool for collaboration and crowdsourcing.
30
What is BENCHMARKING?
Information about other companies' training practices.
31
What does ORGANIZATIONAL ANALYSIS involve?
Identifying whether training supports the company’s strategic direction.
32
What is the NEEDS ASSESSMENT PROCESS?
1. PERSON ANALYSIS
2. ORGANIZATIONAL ANALYSIS
3. Do you want to devote time and money to training?
4. TASK ANALYSIS or COMPETENCY METHOD
5. TRAINING or DEVELOPMENT METHOD
33
What does PERSON ANALYSIS help with?
Identifying employees who need training.
34
What is A GAP ANALYSIS?
Determining what is responsible for the difference between employees' current and expected performance.
35
What do PERSON CHARACTERISTICS refer to?
Employee knowledge, skill ability, and attitudes.
36
What does INPUT relate to?
Instructions that tell employees what, how, and when to perform.
37
What does OUTPUT refer to?
Jobs performance standards.
38
What does FEEDBACK refer to?
Information that employees receive while they are performing.
39
What do CONSEQUENCES refer to?
The type of incentives that employees receive for performing well.
40
What is MOTIVATION TO LEARN?
Trainees' desire to learn the content of training programs.
41
What do PERSONAL CHARACTERISTICS include?
Basic skills, cognitive ability, language skills, and other traits.
42
What does BASIC SKILLS refer to?
Skills that are necessary for employees to perform on the job.
43
What are the THREE DIMENSIONS of COGNITIVE ABILITY?
1. Verbal comprehension
2. Quantitative ability
3. Reasoning ability
44
What does READABILITY refer to?
The difficulty level of written materials.
45
What is SELF-EFFICACY?
Employees' belief that they can perform their job successfully.
46
What is AWARENESS OF TRAINING NEEDS?
Career interests and goals that motivate learning in training programs.
47
What does AGE AND GENERATION refer to?
Biological evidence that certain mental capacities decrease from age twenty to seventy.
48
What are SITUATIONAL CONSTRAINTS?
Include lack of paper tools and equipment.
49
What does SOCIAL SUPPORT refer to?
Managers and peers' willingness to provide feedback.
50
What do NORMS refer to?
Accepted standards of behavior for work group members.
51
What does TASK ANALYSIS result in?
A description of work activities, including tasks performed.
52
What are COMPETENCY MODELS useful for?
Ensuring that training and development systems contribute to the development of knowledge and skills.
53
What does JOB ANALYSIS focus on?
The work and tasks.
54
What does a COMPETENCY MODEL focus on?
The worker.
55
What is a RAPID NEEDS ASSESSMENT?
A needs assessment that is done quickly and accurately.
56
What does LEARNING refer to?
A relatively permanent change in human capabilities.
57
What does TRANSFER OF TRAINING refer to?
Trainees effectively and continually applying what they have learned.
58
What are the TYPES OF LEARNING OUTCOMES?
1. Verbal information
2. Intellectual skills
3. Motor skills
4. Attitudes
5. Cognitive strategies
59
What do REINFORCEMENT THEORIES emphasize?
That people are motivated to perform or avoid certain behaviors.
60
What is POSITIVE REINFORCEMENT?
A pleasurable outcome resulting from certain behaviors.
61
What is NEGATIVE REINFORCEMENT?
The removal of an unpleasant outcome.
62
What is EXTINCTION?
The process of withdrawing positive or negative reinforcers.
63
What is PUNISHMENT?
Presenting an unpleasant outcome after a behavior.
64
What does GOAL SETTING THEORY assume?
That behavior results from a person's conscious goals and intentions.
65
What is GOAL ORIENTATION?
The goal held by a trainee in a learning situation.
66
What is LEARNING ORIENTATION?
Relates to trying to increase ability or competence in a task.
67
What is PERFORMANCE ORIENTATION?
Refers to learners who focus on task performance.
68
What does SOCIAL LEARNING THEORY emphasize?
That people learn by observing other persons.
69
What is SELF EFFICACY?
A person's judgment about whether he or she can successfully learn knowledge and skills.
70
What is VERBAL PERSUASION?
Offering words of encouragement to convince others.
71
What is LOGICAL VERIFICATION?
Involves perceiving a relationship between new tasks and a task already mastered.
72
What is MODELING?
Involves having employees who have already mastered the learning outcome.
73
What is POST ACCOMPLISHMENT?
Refers to allowing employees to build a history of success.
74
What are the steps in the PROCESS OF SOCIAL LEARNING THEORY?
1. Attention
2. Retention
3. Motor reproduction
4. Motivational processes
75
What is a NEED?
A deficiency that a person is experiencing at any point in time.
76
What is MASLOW'S HIERARCHY OF NEEDS?
A motivational theory in psychology comprising a five-tier model of human needs.
77
What is ALDERFER'S ERG THEORY?
Builds on Maslow's hierarchy of needs that humans have three core types of needs: existence, relatedness, and growth.
78
What is McCLELLAND'S NEED THEORY focused on?
Needs for achievement.
79
What are EXPECTANCIES?
Beliefs about the link between trying to perform a behavior and actually performing well.
80
What is INSTRUMENTALITY?
A belief that performing a given behavior is associated with a particular outcome.
81
What is VALENCE?
The value that a person places on an outcome.
82
What is PEDAGOGY?
The art and science of teaching children.
83
What is ANDRAGOGY?
The theory of adult learning.
84
What does INFORMATION PROCESSING THEORY propose?
That information or messages taken by the learner undergo several transformations.
85
What are CLOSED SKILLS?
Training objectives that are linked to learning specific skills.
86
What are OPEN SKILLS?
Linked to more general learning principles.
87
What is the LEARNING PROCESS?
1. Expectancy
2. Perception
3. Working storage
4. Semantic encoding
5. Long term memory
6. Retrieval
7. Generalizing
8. Gratifying
88
What is the LEARNING CYCLE?
1. Concrete experience
2. Reflective observation
3. Abstract conceptualization
4. Active experimentation
89
What does INSTRUCTION refer to?
The trainer's manipulation of the environment to help trainees learn.
90
What are the IMPLICATIONS OF THE LEARNING PROCESS AND TRANSFER OF TRAINING FOR INSTRUCTION?
1. Employees need to know the objectives
2. Employees need meaningful learning content
3. Employees need opportunities to practice
4. Provide advance organizers
91
What is OVERLEARNING?
Trainees need to continue to practice even if they have been able to perform the objective several times.
92
What is ERROR MANAGEMENT TRAINING?
Refers to giving trainees opportunities to make errors during training.
93
What is MASS PRACTICE?
Conditions in which individuals practice a task continuously.
94
What is SPACED PRACTICE?
Conditions where individuals are given rest intervals.
95
What do MENTAL REQUIREMENTS refer to?
The degree to which the task requires the subject to use mental skills.
96
What do PHYSICAL REQUIREMENTS refer to?
The degree to which the task requires the person to use or demonstrate physical skills.
97
What does REFLECTION involve?
Having trainees spend a short amount of time reflecting.
98
What is AUTOMIZATION?
Making performance of a task, recall knowledge, or demonstrate a skill.
99
What are BOOSTERS?
Retrieval opportunities that can help the learner's brain consider training information.
100
What is FEEDBACK?
Information about how well people are meeting the training objectives.
101
How do EMPLOYEES LEARN?
Through observation, experience, and interaction.
102
What is LEARNER-CONTENT INTERACTION?
Means that the learner interacts with the training content.
103
What is LEARNER-INSTRUCTOR INTERACTION?
Refers to the interaction between the learner and the expert trainers.
104
What are COMMUNITIES OF PRACTICE (COPs)?
Groups of employees who work together.
105
What does TRAINING ADMINISTRATION refer to?
Coordinating activities before, during, and after the program.
106
What does PROGRAM DESIGN refer to?
The organization and coordination of the training program.
107
What is PRETRAINING?
Preparing, motivating, and energizing trainees to attend the learning event.
108
What is a LEARNING EVENT?
Preparing instruction and the physical environment to facilitate learning.
109
What is POST-TRAINING?
Encouraging learners to apply what they learned to their work.
110
What does TRAINING SITE refer to?
The room where training will be conducted.
111
What are the benefits of ON-SITE TRAINING?
1. Food and beverage costs
2. Space and equipment rental costs
3. Actual and perceived savings of transportation.
112
What are the benefits of OFF-SITE TRAINING?
1. Less chance of business-related disruptions resulting in improved trainee focus
2. Better opportunities for networking.
113
What details should be considered when evaluating a training room?
1. Noise
2. Colors
3. Room structure
4. Lighting
5. Wall and floor covering
6. Meeting room chairs
7. Glare
8. Ceiling
9. Electrical outlets
10. Acoustics
11. Technology.
114
What should SETTING ARRANGEMENTS be based on?
An understanding of the desired type of trainee interaction and trainee-trainer interaction.
115
What should be considered when CHOOSING TRAINERS?
Trainers should have expertise in the topic and experience in training.
116
What does CREATING A LEARNING SETTING involve?
Considering how the trainees are expected to learn.
117
What is MATCHING TRAINING ROOMS WITH LEARNING REQUIREMENTS?
Choosing a training room based on the type of learning required.
118
What should effective trainers know about their audience?
Age, generation, and personality differences.
119
What is the importance of PREPARATION OF MATERIALS?
It's crucial to have a thorough understanding of the content and conduct mental and physical rehearsals.
120
What does AGE AND GENERATIONAL DIFFERENCES require from trainers?
To minimize conflict, leverage generational strengths, and find common ground.
121
What is PERSONALITY in training context?
Some companies use assessment tools to help instructors better understand preferences.
122
What does CURRICULUM refer to?
An organized program of study designed to meet complex training needs.
123
What does COURSE/PROGRAM usually cover?
More specific learning objectives.
124
What is crucial for the preparation of materials?
It's crucial to have a thorough understanding of the content, conduct mental and physical rehearsals.
125
What should trainers consider regarding age and generational differences?
Effective training requires minimizing conflict, leveraging generational strengths, and finding common ground.
126
How are companies using personality assessments?
Some companies are using assessment tools to help instructors better understand preferences.
127
What does curriculum refer to?
An organized program of study designed to meet complex training needs.
128
What is the difference between curriculum and course/program?
Curriculum is broader and less measurable, while course/program covers specific learning objectives and competencies.
129
What is project management in the context of training?
It refers to the skill needed to manage a team of people and resources to create a learning solution.
130
What does SPADES stand for in project management?
Start, Plan, Administer, Develop, Engage, and Stop.
131
What does the 'START' phase involve?
Understanding the stakeholders for the learning solution.
132
What does the 'PLAN' phase involve?
Identifying what you need to do as well as any resources that may be needed.
133
What does the 'DEVELOP' phase include?
Steps in the ISD process including identifying training objectives and methods.
134
What happens during the 'ENGAGE' phase?
The training goes live.
135
What does the 'STOP' phase include?
Finishing the project.
136
What is a curriculum roadmap?
A figure showing all of the courses in a curriculum.
137
What is a design document used for?
To guide the development of training.
138
What does the scope of a project include?
Goals, outcomes, or achievement expectations for trainees.
139
What does delivery refer to in training?
What the course will cover.
140
What are objectives in the context of a course or program?
The specific goals or outcomes the training aims to achieve.
141
What do resources refer to in training?
Materials such as cases, DVDs, and videos.
142
What is a topical outline?
A brief outline of the topics that will be covered in the program.
143
What does administration and evaluation refer to?
Who will be in charge of course scheduling.
144
What are links to other programs?
Any other needs, such as trainee-the-trainer programs.
145
What does a lesson plan include?
Specific steps involved in the lesson, instructor, and trainees' activities.
146
What is a storyboard?
A group of pictures that tell a story.
147
What are program design implications for transfer of training?
1. Determine focus on near or far transfer. 2. Encourage self-management. 3. Encourage manager support for training.
148
What does manager support refer to?
The degree to which trainees' managers emphasize the importance of attending training programs.
149
What is the opportunity to use learned capabilities?
The extent to which the trainee is provided with or actively seeks experiences.
150
What is a performance support system?
A computer application that can provide skills training.
151
What does knowledge management refer to?
The process of enhancing company performance by designing and implementing tools.
152
What is training evaluation?
The process of collecting outcomes needed to determine whether training is effective.
153
What does training effectiveness refer to?
The benefits that the company and the trainees receive.
154
What are training outcomes or criteria?
Measures that the trainer and the company use to evaluate training programs.
155
What does evaluation design refer to?
The collection of information.
156
What is formative evaluation?
Evaluation of training that takes place during program design.
157
What is pilot testing?
The process of previewing the training program with potential trainees.
158
What is summative evaluation?
Evaluation conducted to determine the extent to which trainees have changed.
159
What are reaction outcomes?
Trainees' perception of the training program.
160
What are cognitive outcomes?
Measures how well trainees understand principles, facts, and procedures.
161
What are skill-based outcomes?
Assess technical or motor skills and behaviors, covering both skill acquisition and transfer.
162
What are affective outcomes?
Measures attitudes and motivation, like diversity tolerance and engagement.
163
What is return on investment (ROI)?
Measures the financial benefits of training relative to its costs.
164
What is criteria relevance?
Measures how well training outcomes align with the capabilities emphasized in the program.
165
What is criterion contamination?
Occurs when outcomes measure inappropriate skills.
166
What is criterion deficiency?
Occurs when evaluation fails to measure all training outcomes highlighted in the objectives.
167
What does reliability refer to?
The consistency of measurement over time.
168
What does discrimination measure?
Whether outcomes reflect true differences in performance.
169
What are common evaluation practices?
Surveys show that reactions and cognitive outcomes are the most commonly used in training evaluations.
170
What are outcomes in training evaluation?
The company often avoids evaluating training due to barriers like limited access to results and lack of support from managers.
171
How does evaluation design affect training evaluation?
The design affects how confidently results can be attributed to the training itself.
172
What are threats to validity?
Alternative explanations for evaluation results.
173
What is internal validity?
Factors like company history, outcome measures, and participant characteristics that can skew results.
174
What is external validity?
Concerns about generalizability relate to whether the results apply to other groups and situations.
175
What are methods to control for threats to validity?
1. Pretests and post-tests. 2. Comparison groups. 3. Random assignment.
176
What is a post-test only design?
Measures only post-training outcomes and can be improved with a comparison group.
177
What is a pretest/post-test design?
Measures outcomes before and after training, but without a comparison group.
178
What is a pretest/post-test with comparison group?
Involves both trainees and a comparison group, collecting pre and post training outcomes for both.
179
What is a time series design?
Collects training outcomes at regular intervals before and after training.
180
What is the Solomon four-group design?
Combines the pretest/post-test and post-test-only methods, involving both training and comparison groups.
181
What considerations are there in choosing an evaluation design?
1. The evaluation results can be used to change the program. 2. Cost justification for training is based on numerical indicators. 3. The cost of training creates a need to show that it works.
182
What is involved in determining return on investment?
1. Understanding total expenditures for training, including direct and indirect costs. 2. Controlling costs.
183
What is the resource requirements model?
Compares the costs of equipment, facilities, personnel, and materials at different stages of the training process.
184
What are sophisticated cost-benefit analysis methods?
Include utility analysis, which estimates training's dollar value by comparing job performances.
185
What is ROI analysis?
Not suitable for all training programs; it works best for programs with clear outcomes.
186
What is return on expectations (ROE)?
Used to demonstrate that training meets the goals set by key stakeholders.
