Brainscape's Knowledge GenomeTM

Browse over 1 million classes created by top students, professors, publishers, and experts.


See full index

INDUSTRIAL PSYCH > TRAINING AND DEVELOPMENT > Flashcards

TRAINING AND DEVELOPMENT Flashcards

You may prefer our related Brainscape-certified flashcards:
GRE® Psychology flashcards Psychology 101 flashcards
1
Q

systematic acquisition of skills, rules,
concepts, or attitudes that result in the improved
performance

A

Training

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

A systematic process of providing opportunities for
employees to develop the job-specific skills, experience
and knowledge they need to do their job or improve their
performance.

A

Training

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

What is involved in TRAINING?

A
  • Learning

* Performance

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

a relatively permanent change in behavior and

human capabilities produced by experience and practice.

A

• Learning

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

actions or behaviors relevant to the
organization’s goals; measured in terms of each
individual’s proficiency

A

• Performance

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

increases a chance of learning and learning creates

better performance

A

Training

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

What are the learning outcomes?

A

Cognitive outcome
Skill-based outcome
Affective outcome

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

type of learning outcome that

includes declarative

A

Cognitive outcome

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

knowledge, or knowledge of rules, facts, and principles.

A

Cognitive outcome

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

type of learning outcome that

concerns the development of motor or technical skills.

A

Skill-based outcome

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

type of learning outcome that

includes attitudes or beliefs

A

Affective outcome

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

• Maintains qualified products/services.

A

Importance of Training

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

• Achieves high service standards.

A

Importance of Training

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

• Provides information for new comers.

A

Importance of Training

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

• Refreshes memory of old employees

A

Importance of Training

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

• Achieves learning about new things: technology;

products/service delivery

A

Importance of Training

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
17
Q

• Reduces mistakes-minimizing costs

A

Importance of Training

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
18
Q

• Opportunity for staff to feedback/suggest improvements

A

benefit of a training

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
19
Q

•Improves communication and relationships-better

teamwork.

A

benefit of a training

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
20
Q

• Most training is targeted to ensure trainees “learn”

something they apply to their job.

A

Benefit of a training

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
21
Q

What are the Objectives of TRAINING and DEVELOPMENT?

A

Productivity
Effectiveness in present job.
Qualification
Morale boost

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
22
Q

quality/quantity improvement.

A

Productivity

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
23
Q

personal development and

advancement.

A

Qualification

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
24
Q

foster loyalty, cooperation, favorable

attitudes.

A

Morale boost

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
25
Q

FIVE PARTS OF TRAINING PROCESS

A
  1. Determining Training Needs
  2. Designing Training Programs/Training Objectives
  3. Developing Training Program
  4. Implementation
  5. Evaluation
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
26
Q

What is manpower?

A

• The portion of the population which has actual or
potential capability to contribute to the production of
goods and services.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
27
Q

• Determine the types of training

A

Determining Training Needs

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
28
Q

TYPES OF NEED ANALYSIS

A

ORGANNIZATIONAL ANALYSIS
TASK ANALYSIS
PERSON ANALYSIS

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
29
Q

Examines company wide goals and problems to determine where training is needed

A

ORGANNIZATIONAL ANALYSIS

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
30
Q

examines task performed and KSAOs required to determine what employee must do to perform successfully

A

TASK ANALYSIS

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
31
Q

Examines knowledge, skills, and current performance to determine who need training

A

PERSON ANALYSIS

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
32
Q

What are the Methods used to gather needs

assessment/analysis

A 
•Performance Appraisal Scores
•Survey questionnaire
•Observation
• Focus groups 
•Interviews
• Skill and Knowledge Tests 
• Documentation examination – involves examining 
records like absenteeism, turnover, accident rates, 
performance appraisal.
• Critical incidents
33
Q

Training Goals and Objectives should

A
  • What learners are expected to do
  • The conditions under which they are expected to do it
  • The level at which they are expected to do it
34
Q

Outcome of the training objectives category

A
  • Instructional Objective
  • Organizational and departmental objectives
  • Individual and growth objectives
35
Q

What principles, facts, and

concepts should be learned in the training program.

A

Instructional Objective

36
Q

What
impact will the training have on organizational and
department

A

• Organizational and departmental objectives

37
Q

• Organizational and departmental objectives

A

Individual and growth objectives

38
Q

training for supplementary skills and
knowledge in order to increase the occupational
mobility of a work or to improve his standard of
performance.

A

Upgrading

39
Q

process of further training in work currently
performed in order to improve job performance. To
regain skills and knowledge which may been parky
forgotten as a result of lengthy interruptions in
performance of an occupation

A

Refresher

40
Q

training given to consolidate, deepen,
and broaden skills and knowledge for a particular task,
function or aspect of worker’s occupation.

A

Specialization

41
Q

training for acquisition of skills and
knowledge required in an occupation other than the one
for which the person was originally trained

A

Retraining

42
Q

Relate the training to an employee’s immediate jobopportunity to apply their skills. Training program has a
reputation as being effective and useful.

A

Motivating employees

43
Q

Training must be interesting

A

Motivating employees

44
Q

•Increase employee buy-in

A

Motivating employees

45
Q

• Provide incentives –

A

Motivating employees

46
Q

• Provide food.

A

Motivating employees

47
Q

• Reduce stress associated with attending.

A

Motivating employees

48
Q

• Feedback – positive feedback during training

A

Motivating employees

49
Q

designed to increase a particular skill
an employee needs either to be promoted or receive a
pay raise.

A

Provide incentives

50
Q

Training Methods

A
  1. Conducting Classroom instruction

2. Hands on Methods

51
Q

seminar, lecture or

workshop/ Off-the –job training

A

Conducting Classroom instruction

52
Q

Developing the training curriculum, topic, outline,
visuals, handouts, and videos, role play exercisesimproving interpersonal skills through acting simulated
roles, ice breakers, case study.

A

Conducting Classroom instruction

53
Q

trainee is actively involved in

learning.

A

Hands on Methods

54
Q

Includes On-the –job Training, Apprenticeship,

Simulated Training

A

Hands on Methods

55
Q

OJT

A

On-the –job Training

56
Q

means having a person learn a job by actually
performing it. Informal training by experienced peers and
supervisors that occurs on the job and during job tasks

A

OJT

57
Q

works best for teaching skills that require supervision
to learn, are best learned through repetition, and benefit
form role modelling.

A

OJT

58
Q

OJT Techniques/ Methods

A

Internships and Assistantships
Job rotation
Apprenticeship Training

59
Q

require a higher level of

formal education than required by the skills trades.

A

Internships and Assistantships

60
Q

Students are employed by a business organization and
work just as the same as other full-time employees. They
perform under the direction of a faculty from the school.

A

Internships and Assistantships

61
Q

Movement from one position to another
provides employees with exposure to a number of
different job functions and broad grasp of the over-all
purpose of an organization

A

Job rotation

62
Q

Allows lateral transfer and greater flexibility in replacing
absent workers

A

Job rotation

63
Q

provides beginning workers
with comprehensive training in the practical and
theoretical aspects of work required in a highly skilled
occupation.

A

Apprenticeship Training

64
Q

similar to them in

significant ways.

A

Characteristics of the Model

65
Q

employee must pay
attention, retain information and reproduce the
behavior

A

Characteristics of the Observer

66
Q

experienced employees working with new
employees and professional coaches who work with all
employees.

A

Coaching

67
Q

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.

A

Mentoring

68
Q

programmed instruction, self-paced,

active participation, small chunks of information.

A

• Distance Learning

69
Q

Kinds of Technology based-Training

A
  • Distance Learning

* Computer-Based or Web Based Programmed Instruction

70
Q

practicing a task even after it has been

successfully learned.

A

Overlearning

71
Q

Employees must have the skills and abilities to complete the
training successfully

A

Step 4 Implementation

72
Q

There should be minimal outside factors that might distract

the employee

A

Step 4 Implementation

73
Q

Employee Reactions & Employee Learning

A

Step 5 Evaluation

74
Q

What are the Levels of Training Effectiveness?

A
  • Learning Level
  • Behavioral Level
  • Results Level
75
Q

assess the acquisition of knowledge,

skills, attitudes, and behavior.

A

Learning Level

76
Q

measures the improvement of

behavior on the job. Degree of application of training

A

Behavioral Level

77
Q

measures the business results achieved
by the trainee. Business impact by evaluating the goals
for training were met

A

Results Level

78
Q

accounting for the cost of the training.

A

ROI

79
Q

salaries and benefits for all employees

involved in training

A

• Direct costs-

INDUSTRIAL PSYCH (11 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2024 Bold Learning Solutions. Terms and Conditions