week seven - training and developing HR

Question 1

define training

Answer 1

the process of providing employees with specific competencies and/or helping them correct deficiencies in their performance

Question 2

define development

Answer 2

the process of providing employees with the competencies that the organisation will need in the future

Question 3

what is talent development

Answer 3

phases of the training process

Question 4

what is the purpose of a needs assessment

Answer 4

to determine if talent development is needed and provide the information needed to design the training programme, three levels of analysis:
1) organisational
2) task
3) person

Question 5

what is organisational analysis

Answer 5

examination of broad factors such as organisations culture, mission, climate, strategy, goals, environment

Question 6

what is task analysis

Answer 6

examination of the job to be performed, usually through job analysis that provides information needed to understand job requirements

Question 7

what is person analysis

Answer 7

determining which employees need training by examining their performance

Question 8

talent development objectives should be

Answer 8

• based on the previous phase of needs assessment
• linked to specific competencies, value, tasks, duties and responsibilities
• stated in behavioural terms
• as specific as possible
• realistic and attainable with time and resources
• used as a basis for assessing training effectiveness

Question 9

what is the purpose of implementation

Answer 9

carrying out talent development activities as a direct response to organisational problems or needs in order to achieve the training goals

Question 10

what is on-the-job training

Answer 10

trainees work in the actual work setting usually under the guidance of an experienced worker

Question 11

what are some methods of on-the-job training

Answer 11

• job rotation: aim of gaining experience in different kinds of jobs
• apprenticeships: learning period for skilled blue-collar jobs
• internships: learning period for skilled white-collar jobs

Question 12

advantages of on-the-job training

Answer 12

• high relevance to the job
• lower expenses and use of resources
• while learning, the employee also contributes to the organisations’ goals

Question 13

disadvantages of on-the-job training

Answer 13

• costs related to the trainees’ lack of expertise
• lower work performance of trainees’ coworkers who teach trainees
• safety risks

Question 14

what are some off-the-job training

Answer 14

• classroom instruction: lectures, talks, case based problem solving
• teletraining and computer supported training
• simulations

Question 15

how can we implement off-the-job training

Answer 15

• virtual reality
• outdoor training

Question 16

off-the-job training advantages

Answer 16

• minimal distractions and interruptions
• can minimise safety risks
• investments may be required, where the benefits outweigh the costs
• can be effective motivational and commitment building tools

Question 17

off-the-job training disadvantages

Answer 17

• risk of low or no immediate transferability of what is learned
• higher expenses and use of resources

Question 18

define evaluation

Answer 18

assessing the effectiveness of the talent development activities implemented

Question 19

what is the four level framework for talent development evaluation

Answer 19

1) trainee reaction
- usually consisting of ratings on a satisfaction scale
2) trainee learning
- usually consists of competency exercises
3) trainee behaviour
- assessed by observing work operation
4) training results
- usually assessed by financial measures of ROI