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Flashcards in Week 2 Deck (18)
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1

Define 'training'

Learning knowledge, skills or behaviors specific to a job

2

Define 'development'

Formal education. job experiences, relationships and assessment of personality and abilities that help employees to prepare for the future.

3

Define 'education'

Learning more general knowledge, skills or behaviors not specifically tailored to a particular job.

4

Define 'learning'

Acquiring new and modifying existing knowledge, skills, behaviors, values or preferences resulting in a relatively permanent change in capabilities not emanating from growth processes

5

Define 'stakeholders'

Parties with an interest in an organisation's success, including shareholders, employees, customers and some elements of the community.

6

Provide a comparison between training and development

Focus: Training: current; Dev: future
Use of work experiences: Training: low; Dev: High
Goal: Training: Preparation for current job; Dev: preparation for changes
Participation: Training: required; Dev: voluntary

7

Define 'high leverage training'

Training that uses an instructional design process to ensure that is is effective and that it compares or benchmarks the organisation's training programs against those of other organisations.

8

Define 'continuous learning'

A learning system in which employees are required to understand the entire work system including the relationships among their jobs, their work units and the organisation. Also, employees are expected to acquire new skills and knowledge, apply them on the job and share this information with fellow workers.

9

Define 'Instructional system, design (ISD)' aka ADDIE

A process for designing and developing training programs. Sometimes referred to as ADDIE model because it includes: analysis, design, development, implementation and evaluation.

10

Outline the forces influencing working and learning

Sustainability; gloablisation; increased value placed on intangible assets and human capital; focus on link to organisational strategy; attracting and retaining talent; customer service and quality emphasis; changing demographics and diversity of the workforce; technology; high-performance models of work systems; and economic chanages

11

Explain the relationship between T+D and sustainability

- Extend the socially useful life of organisations
- Enhance the planet's ability to maintain and renew the biosphere and protect all living species
- Enhance society's ability to maintain itself and to solve its major problems
- Maintain a decent level of welfare for present and future generations of humanity

12

Define 'learning organisation'

An organisation that has an enhanced capacity to learn, adapt and change; an organisation whose employees continuously attempt to learn new tings and then apply what they have learnt to improve product or service quality.

13

Define 'total quality management (TQM)'

A style of doing business that relies on the talents and capabilities of both labour and management to build and provide high quality products and services and continuously improve them

14

Define 'competency'

Special knowledge, skills or behaviors that enable employees to perform their job.

15

Define 'Vocational Education and Training (VET)'

A term used in Australia to describe education and training arrangements designed to prepare people for work or to improve the knowledge and skills of people already working.

16

Define 'training package'

A nationally endorsed set of competency standards and qualification requirements.

17

Define 'human resource development'

The integrated use of training and development, organisational development and career development to improve individual, group an organisational effectiveness.

18

Describe the scope of T+D

The field which is concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings.
T+D encompasses three main activities: training, education, and development.