Unit 3: Human Resource Development Flashcards Preview

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Flashcards in Unit 3: Human Resource Development Deck (50)
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1

A strategy of OD that typically involves the process of problem identification, data gathering, feedback of the data to the client group, data discussion and diagnosis, action planning, action, and reevaluation. These processes are recycled as needed to increase organization effectiveness.

Action research model

2

A theory concerning the adult learning process, which advocates an experience-based, problem-centered, participative, and collaborative training method. Also called andragogy.

Adult learning theory

3

Networks of people involved in anytime-anywhere learning. Combines self-study with substantial, rapid, asynchronous interactivity with others who are involved in the learning process.

ALN (Asynchronous Learning Networks)

4

An evaluation procedure in which employers are ranked by identifying the best and worst employees on a list. These names are then removed from the list, and the best and worst of the remaining names are identified. The procedure continues until everyone on the list has been ranked.

Alternate ranking

5

The adult learning process, which tends to be more experience-based, more problem-centered, more participative, and more collaborative than traditional grade school.

Andragogy

6

A training technique in which the trainee, or apprentice, works with a skilled employee who teaches the apprentice how to perform the job.

Apprenticeship

7

A series of problem-solving and decision-making activities in which groups of employees interact. ___________________ are typically used to assess the management potential of employees; however, they also can be used for training purposes.

Assessment centers

8

The phase of the systems model of training in which the need for training and development is examined, as well as the resources available to provide the training both within the organization and in the external environment.

Assessment phase

9

A form of graphic rating scales where each point along the scale is accompanied by a specific behavioral description.

BARS (Behaviorally anchored rating scales)

10

The objectives of a training program written in specific behavioral terms that describe the behavior the trainee is expected to learn, the standards of performance the trainee is expected to achieve, and the requirements and time limitations for how the behavior is to be performed.

Behavioral objectives

11

A performance evaluation method that consists of reporting how frequently certain behaviors are observed.

BOS (Behavioral observation scales)

12

The development of a sequential series of career activities that an individual might pursue during his or her career.

Career pathing

13

a post test-only design where data are collected only after a training program has been completed.

Case study

14

A form of performance evaluation bias: The tendency for an evaluator to give average ratings to all employees.

Central-tendency effect

15

The process of combining several responses together to form a series of activities that are performed sequentially.

Chaining

16

A form of learning involving responses of the autonomic nervous system where a conditioned stimulus (CS) is paired with an unconditioned stimulus (UCS) to produce a conditioned response.

Classical conditioning

17

An evaluation procedure in which employees are simply placed in different categories describing their overall performance.

Classification procedure

18

The knowledge, skills, abilities, and behaviors that are essential for successful performance.

Competency

19

A form of programmed instruction in which the trainee interacts with a computer to learn new information and answers questions asked by the computer.

Computer-assisted instruction

20

To maintain their professional certification, many professionals are required to obtain credit for educational experiences. Often referred to as CEUs.

Continuing education units

21

The group in a study or experiment that does not receive the training.

Control group

22

a learning experience that combines both work and education. Students work as employees in an organization under the direction of their supervisors and academic instructors.

Cooperative education

23

Total Cost of Training ÷ Number of Trainees

Cost per trainee

24

Essay descriptions of especially good or bad responses by employees to their jobs. These descriptions are useful in identifying the important dimensions of successful performance.

Critical incidents

25

While training refers to the acquisition of specific skills or knowledge, education is much more general and attempts to provide students with general knowledge that can be applied in many different settings.

Difference between training and education

26

Training that focuses on changing managers' assumptions about the value of openness and feedback and making their behavior congruent with how they. think they behave.

Double-loop learning

27

The process of acquiring general knowledge and information that usually results in a broadening of the responses students are likely to make.

Education

28

The phase of the system model of training in which the evaluation occurs. The trainees are evaluated to determine whether the training was successful based on the criteria established in the assessment phase.

Evaluation phase

29

Activities that involve a group of individuals in making decisions and solving problems. The group members learn from participation in the group activity as well as from the group discussion about the activity.

Experiential group exercises

30

The group in a study or experiment that receives the training.

Experimental group