TOS C: Training and Developing Employees - Dessler Flashcards
A procedure for providing new employees with basic background information about the firm.
Employee orientation(Onboarding)
The process of teaching new or current employees the basic skills they need to perform their jobs.
Training
A situation where an employer fails to train adequately, and the employee subsequently harms a third party.
Negligent training
A detailed study of a job to identify the specific skills required.
Task analysis
Verifying that there is performance deficiency and determining whether that deficiency should be corrected through training or through some other means (such as transferring the employee).
Performance analysis
A graphic model that consolidates, usually in one diagram, a precise overview of the competencies (the knowledge, skills, and behaviors) someone would need to do a job well.
Competency model
It means planning the overall training program including training objectives, delivery methods, and program evaluation.
Design
Refers to placing software programs and services on vendors’ remote servers, from which they can then deliver these programs and services seamlessly to employees’ digital devices.
The cloud
It assembling the program’s training content and materials.
Program development
It means actually provide the training, using one or more of the instructional methods we discuss next.
Implement
Training a person to learn a job while working on it.
On-the-job training (OJT)
A structured process by which people become skilled workers through a combination of classroom instruction and on-the-job training.
Apprenticeship training
Listing each job’s basic tasks, along with key points, in order to provide step-by-step training for employees.
Job instruction training (JIT).
A systematic method for teaching job skills, involving presenting questions or facts, allowing the person to respond, and giving the learn immediate feedback on the accuracy of his or her answers.
Programmed Learning
A training technique in which trainees are first shown good management techniques in a film, are asked to play roles in a simulated situation, and are then given feedback and praise by their supervisor.
Behavior modeling
Sets of computerized tools and displays that automate training, documentation, and phone support; integrate this automation into applications; and provide support that’s faster, cheaper, and more effective than traditional methods.
Electronic performance support systems (EPSS)
A set of instructions, diagrams, or similar methods available at the job site to guide the worker.
Job aid
Training that uses online technologies such as social networks, virtual worlds (such as Second Life), and systems that blend synchronous and asynchronous delivery with blogs, chat rooms, bookmark sharing, and tools such as 3-D simulations.
Web 2.0 learning
Provides employees with continuing learning experiences over their tenure with the firm, with the aims of ensuring they have the opportunity to learn the skills they need to do their jobs and to expand their occupational horizons.
Lifelong learning
It is to improve managerial performance by imparting knowledge, changing attitudes, or increasing skills.
Management development
A management training technique that involves moving a trainee from department to department to broaden his or her experience and identify strong and weak points.
Job rotation
A training technique by which management trainees are allowed to work full-time analyzing and solving problems in other departments.
Action learning
A development method in which the manager is presented with a written description of an organizational problem to diagnose and solve.
Case study method
