Training And Development Days 26 27

Question 1

A planned, systematic effort to change the job-related KSs, attitudes, and/or behaviors of employees to improve the match between employee characteristics and job requirements

Answer 1

Training

Question 2

Training can benefit the organization when it (2)

Answer 2

Is linked to organizational needs

It motivates employees

Question 3

A process of systematically developing training to meet specified needs

Answer 3

Instructional design

Question 4

An effective training program is designed to teach what

Answer 4

Skills and behaviors that will help the organization achieve its goals
(What it is designed to teach)

Question 5

The process of evaluating he organization, individual employees, and employees’ tasks to determine what kinds of training, if any, are necessary

Answer 5

Needs assessment

Question 6

This is used to specify a number of key features for the implementation (input) and evaluation (outcomes) of training programs

Answer 6

Needs assessment

Question 7

The presence and comprehensiveness of a needs assessment is related to

Answer 7

The overall effectiveness of training

Question 8

This provides the mechanism whereby the questions central to successful training programs can be answered

Answer 8

Needs assessment

Question 9

This determines the appropriateness of training by evaluating the characteristics of the organization

Answer 9

Organization needs assessment, or analysis

Question 10

Needs assessment takes into account (3)

Answer 10

The organizations strategy
Resources available for training (costs, time, and expertise required for training)
Management’s support for training activities

Question 11

A process of determining individuals’ needs and readiness for training

Answer 11

Person analysis

Question 12

This is critical when training need is recognized because of a performance proble

Answer 12

Person analysis

Question 13

Before developing a training program, organizations must be sure that performance problems resulted from

Answer 13

A deficiency in knowledge or skill

Question 14

The process of identifying and analyzing tasks that should be the focus of the training program

Answer 14

Task analysis

Question 15

To carry out the task analysis, what are 4 conditions in which tasks are performed and analyzed

Answer 15

The equipment and environment of the job
Time constraints
Safety considerations
Performance standards

Question 16

A combination of employee characteristics and positive work environment that permit training

Answer 16

Readiness for training

Question 17

Necessary employee characteristics (readiness for training) (3)

Answer 17

Ability to learn the subject matter
Favorable attitudes toward the training
Motivation to learn

Question 18

Necessary organization characteristics (readiness for training) (3)

Answer 18

Environment that encourages learning
Avoids interfering with training
Supportive culture

Question 19

After conducting the various analyses, what needs to be developed

Answer 19

Training objectives

Question 20

These provide input for the actual design of the training program(s) as well as the criteria that will be used to evaluate the success of training

Answer 20

Training objectives

Question 21

Based on training objectives, what 4 questions does the planner answer

Answer 21

What topics the training will cover?
Who will provide the training?
What training methods to use?
How to evaluate the training?

Question 22

Advantage of in-house instructors

Answer 22

Cost effective

Question 23

Disadvantage of in-house instructors

Answer 23

Individuals with both the skill-specific knowledge and experience necessary to train others are not always available within the organization

Question 24

Advantage of outsourced training

Answer 24

Firms that specialize in training may have more valid and effective training programs that could have been developed in-house
Especially true for more generic skills (teamwork)

Question 25

Disadvantage of outsourced training

Answer 25

Costly and frequently requires employees to leave work for an extended period of time

Question 26

Delivery methods categories (6)

Answer 26

``` Classroom Computers On-the-job Simulations Team Others ```

Question 27

The most widely used training method, this typically involves a trainer lecturing a group of trainees

Answer 27

Classroom instruction

Question 28

This involves trainees at different locations using computers to view lectures, ask questions, and exchange ideas/documents

Answer 28

Distance learning

Question 29

Advantage of distance learning

Answer 29

Less costly

Question 30

Disadvantage of distance learning

Answer 30

May reduce interaction between trainer and audience

Question 31

Involves receiving training via the internet or the organization's intranet and it offers tools and information for helping trainees improve performance

Answer 31

E-learning

Question 32

Advantages of e-learning

Answer 32

Allows individual to go at their own pace and replay or repeat lectures and activities Programs can customize content based on trainees' previous performance

Question 33

An employee is shown how to perform a work task by a supervisor or co-worker, and then goes straight to doing that task

Answer 33

On-the-job training

Question 34

Advantages of on-the job training

Answer 34

Training environment will closely resemble the environment where skills will be put into practice Trainee is actively participating in the learning process

Question 35

Disadvantages of on-the job training

Answer 35

Because learners do not have a chance to practice parts of their task in much detail, it is unlikely that they will develop an expert level of proficiency Notorious for not producing a systematic or organized way of thinking about things Any mistakes will directly impact the organization's productivity and quality of goods and services

Question 36

These are more effective in producing positive work behaviors on the job than are training techniques that only include lecture and discussion

Answer 36

Simulations

Question 37

Examples of simulations

Answer 37

Equipment simulators or mock ups of job tasks | Virtual reality, avatars? Strategic business simulations, case studies

Question 38

Examples of team training

Answer 38

Cross training Coordination training Team leader training

Question 39

Team members understand and practice each other's skills so they can step in and take another member's place

Answer 39

Cross training

Question 40

Teaches the team how to share information and make decisions to maximize team performance

Answer 40

Coordination training

Question 41

Teaches the skills necessary for effectively leading the organization's team

Answer 41

Team leader training

Question 42

Participants observe other people demonstrating the desired behavior, then have the opportunity to practice themselves Effective for simple tasks

Answer 42

Behavior modeling

Question 43

Training in which participants learn concepts and apply them by simulating behaviors involved and analyzing the activity, connecting it with real-life situations

Answer 43

Experiential programs

Question 44

Team building exercises like wall climbing and rafting to help build trust and cooperation among employees (type of ineffective experiential program)

Answer 44

Adventure learning

Question 45

3 characteristics of effective training

Answer 45

Communicated learning objectives clearly Presents information in distinctive and memorable ways Helps trainees link the subject matter to their jobs

Question 46

5 characteristics of well-implemented training programs

Answer 46

Trainees given a chance to practice what they learned Trainees understand if they are succeeding or not Helps people remember the content Written material has appropriate readability Prompt, focused feedback

Question 47

Measuring results: internal criteria

Answer 47

Measure employee outcomes of training | Reactions, learning

Question 48

Measuring results: external criteria

Answer 48

Measure impact of training on the job | Behavior, results

Question 49

How do participants feel about the training program? (Attitudes, satisfaction, etc)

Answer 49

Reactions | Internal criteria

Question 50

To what extent have trainees learned what was taught? (Testing KSs)

Answer 50

Learning | Internal criteria

Question 51

What on-the-job changes have occurred due to the training? (Actual use of KSs)

Answer 51

Behavior | External criteria

Question 52

What cost-related outcomes have resulted from training? (Profits, quality, customer satisfaction)

Answer 52

Results | External criteria

Question 53

Indicates areas of hostility to the training or trainers | Almost no relationship between liking training and learning

Answer 53

Reactions

Question 54

Indicates whether the information was understood by the trainees Not strongly related to the use of material on the job

Answer 54

Learning

Question 55

Indicates changes in behavior on the job ('transfer of training') Cannot give accurate diagnostic information for how to improve training

Answer 55

Behavior

Question 56

Shows change to organizational bottom line results | May be too far upstream to reveal the impact of successful training

Answer 56

Results

Question 57

This deals with the acquisition of KSs and behaviors that improve employees' ability to meet changes in job requirements and demands

Answer 57

Employee development

Question 58

Development prepares employees for

Answer 58

Future jobs and even those that may not yet exist

Question 59

What implies learning that is not necessarily related to the employees current job?

Answer 59

Development

Question 60

Most people change jobs about how many times during their life

Answer 60

About 7 times

Question 61

Most people change careers how many times in their life

Answer 61

3-4 times

Question 62

Collecting information and providing feedback to employees about their behavior, communication style, skills, etc.

Answer 62

Assessment | Development

Question 63

Goal of this is to identify strengths and weaknesses (and corrective action for these weaknesses)

Answer 63

Assessments

Question 64

Examples of assessments (6)

Answer 64

``` Assessment center Performance appraisals 360-Degree feedback Benchmarks Myers-Briggs Interests ```

Question 65

Do Myers Briggs and interest inventories predict actual job performance?

Answer 65

No

Question 66

Most employee development occurs through

Answer 66

Job experiences

Question 67

The combination of relationships, problems, demands, tasks, and other features of an employee's jobs.

Answer 67

Job experiences

Question 68

Examples include job enlargement, job rotation, transfers, pro/de-motion, externships, and sabbaticals

Answer 68

Job experiences

Question 69

Temp jobs at other organizations

Answer 69

Externships

Question 70

Through job experiences, managers learn

Answer 70

How to handle common challenges and prove themselves

Question 71

Employees can develop skills and increase their knowledge about the organization and its customers by interacting with a more experienced member

Answer 71

Interpersonal relationships

Question 72

Experiences, productive, senior employee who helps develop a less experienced employee (protege)

Answer 72

Mentor

Question 73

Can be a peer or manager that helps develop an employee and provide feedback and reinforcement

Answer 73

Coach

Question 74

Protection, sponsorship, providing challenging assignments, exposure, and visibility

Answer 74

Career support

Question 75

A friend and a role model, providing positive regard and acceptance, and functioning as a sounding board

Answer 75

Psychological support

Question 76

4 interpersonal development

Answer 76

Interpersonal relationships Career support Psychological support Additional benefits

Question 77

Development process (4 steps)

Answer 77

Data gathering Feedback Goal setting Action planning & follow up

Question 78

Data gathering (Criteria for success)

Answer 78

Focus on competencies needed for career success | Include a variety of measures

Question 79

Feedback (criteria for success)

Answer 79

Maintain confidentiality | Focus on specific success factors, strengths, and improvement areas

Question 80

Goal setting (criteria for success)

Answer 80

Involve management and coaches/mentors Specify competencies and knowledge to be developed Specify developmental methods

Question 81

Action planning & follow up (criteria for success)

Answer 81

Involve management and coaches/mentors Measure success and adjust plans as needed Verify that pace of development is realistic

Question 82

3 issues with development

Answer 82

Glass ceilings Succession planning Dysfunctional management

Question 83

Established "old boys' network" may prevent women and minorities from reaching senior management positions

Answer 83

Glass ceilings

Question 84

Organizations should create broad development plans to know who will likely move into key positions in the future

Answer 84

Succession planning

Question 85

Often caused by promoting high performing specialists who do not possess managerial skills Organizations should try to provide managerial training to these individuals and coaching by their manager

Answer 85

Dysfunctional management

Question 86

Designing training step 1

Answer 86

Assess needs for training

Question 87

Designing training step 2

Answer 87

Ensure readiness for training

Question 88

Designing training step 3

Answer 88

Plan training program - objectives - trainers - methods

Question 89

Designing training step 4

Answer 89

Implement training program - principles of learning - transfer of training

Question 90

Designing training step 5

Answer 90

Evaluate results of training

Question 91

Protean career

Answer 91

One that frequently changes based on changes in the person's interests, abilities, and values in the work environment

Question 92

Designing training step 1

Answer 92

Assess needs for training

Question 93

Designing training step 2

Answer 93

Ensure readiness for training

Question 94

Designing training step 3

Answer 94

Plan training program - objectives - trainers - methods

Question 95

Designing training step 4

Answer 95

Implement training program - principles of learning - transfer of training

Question 96

Designing training step 5

Answer 96

Evaluate results of training

Question 97

Designing training step 1

Answer 97

Assess needs for training

Question 98

Designing training step 2

Answer 98

Ensure readiness for training

Question 99

Designing training step 3

Answer 99

Plan training program - objectives - trainers - methods

Question 100

Designing training step 4

Answer 100

Implement training program - principles of learning - transfer of training

Question 101

Designing training step 5

Answer 101

Evaluate results of training

Question 102

Designing training step 1

Answer 102

Assess needs for training

Question 103

Designing training step 2

Answer 103

Ensure readiness for training

Question 104

Designing training step 3

Answer 104

Plan training program - objectives - trainers - methods

Question 105

Designing training step 4

Answer 105

Implement training program - principles of learning - transfer of training

Question 106

Designing training step 5

Answer 106

Evaluate results of training

Question 107

Designing training step 1

Answer 107

Assess needs for training

Question 108

Designing training step 2

Answer 108

Ensure readiness for training

Question 109

Designing training step 3

Answer 109

Plan training program - objectives - trainers - methods

Question 110

Designing training step 4

Answer 110

Implement training program - principles of learning - transfer of training

Question 111

Designing training step 5

Answer 111

Evaluate results of training

Question 112

Designing training step 1

Answer 112

Assess needs for training

Question 113

Designing training step 2

Answer 113

Ensure readiness for training

Question 114

Designing training step 3

Answer 114

Plan training program - objectives - trainers - methods

Question 115

Designing training step 4

Answer 115

Implement training program - principles of learning - transfer of training

Question 116

Designing training step 5

Answer 116

Evaluate results of training

Question 117

Designing training step 1

Answer 117

Assess needs for training

Question 118

Designing training step 2

Answer 118

Ensure readiness for training

Question 119

Designing training step 3

Answer 119

Plan training program - objectives - trainers - methods

Question 120

Designing training step 4

Answer 120

Implement training program - principles of learning - transfer of training

Question 121

Designing training step 5

Answer 121

Evaluate results of training

Question 122

Designing training step 1

Answer 122

Assess needs for training

Question 123

Designing training step 2

Answer 123

Ensure readiness for training

Question 124

Designing training step 3

Answer 124

Plan training program - objectives - trainers - methods

Question 125

Designing training step 4

Answer 125

Implement training program - principles of learning - transfer of training

Question 126

Designing training step 5

Answer 126

Evaluate results of training

Question 127

Designing training step 1

Answer 127

Assess needs for training

Question 128

Designing training step 2

Answer 128

Ensure readiness for training

Question 129

Designing training step 3

Answer 129

Plan training program - objectives - trainers - methods

Question 130

Designing training step 4

Answer 130

Implement training program - principles of learning - transfer of training

Question 131

Designing training step 5

Answer 131

Evaluate results of training

Question 132

Designing training step 1

Answer 132

Assess needs for training

Question 133

Designing training step 2

Answer 133

Ensure readiness for training

Question 134

Designing training step 3

Answer 134

Plan training program - objectives - trainers - methods

Question 135

Designing training step 4

Answer 135

Implement training program - principles of learning - transfer of training

Question 136

Designing training step 5

Answer 136

Evaluate results of training