Corporate Training System Overview

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Questions and Answers

What is the minimum expected cost required to conclude a qualification agreement?

  • CZK 150,000
  • CZK 100,000
  • CZK 75,000 (correct)
  • CZK 50,000

The training of an employee at the beginning of their employment is considered an increase in qualifications.

False (B)

What can an employee be required to do in exchange for their education costs being covered by the employer?

Pledge loyalty and conclude a qualification agreement.

If the employee does not keep the commitment of the qualification agreement, they have to pay back the ______ to the employer.

<p>costs</p> Signup and view all the answers

Match the following concepts with their definitions:

<p>Qualification Agreement = An agreement for upskilling qualifications in exchange for loyalty. Training of New Employee = The employer's obligation at the start of employment. Upskilling = Gaining knowledge or skills to advance professionally. Employer's Demand = Pledge loyalty for financing education.</p> Signup and view all the answers

Which training method involves a structured group discussion format combined with a lecture?

<p>Seminar (A)</p> Signup and view all the answers

Outdoor training exclusively includes indoor activities like lectures and seminars.

<p>False (B)</p> Signup and view all the answers

What evaluation level assesses the overall impact of a trainee's performance on the business?

<p>Results</p> Signup and view all the answers

_______ is the process of enhancing existing skills without acquiring a new qualification.

<p>Deepening of qualification</p> Signup and view all the answers

Match the training evaluation levels with their focus:

<p>Reaction = Trainee satisfaction Learning = Knowledge transfer Behaviour = Application of learning ROI = Training investment effectiveness</p> Signup and view all the answers

Which of the following training methods is designed to develop creative thinking?

<p>Brainstorming (B)</p> Signup and view all the answers

Action learning focuses on solving real problems while learning and applying new skills.

<p>True (A)</p> Signup and view all the answers

What is the purpose of upskilling?

<p>Learning something completely new beyond current job skills.</p> Signup and view all the answers

Which of the following is NOT part of the training planning process?

<p>Determining the decoration of the training venue (C)</p> Signup and view all the answers

Job rotation is a method of off-the-job training.

<p>False (B)</p> Signup and view all the answers

What is the purpose of evaluating learning outcomes in corporate training?

<p>To assess the effectiveness of the training process.</p> Signup and view all the answers

A _____ is someone who provides advice based on experience to someone new to a task.

<p>mentor</p> Signup and view all the answers

Match the following training methods with their descriptions:

<p>Job Rotation = Cross-training employees in different roles Coaching = Asking questions to help someone find solutions Mentoring = Providing advice based on experience Project Work = Assigning tasks to develop skills</p> Signup and view all the answers

What is one technique used for monitoring training needs?

<p>Interviewing employees and customers (C)</p> Signup and view all the answers

A coach must know how to do the activity they are coaching.

<p>False (B)</p> Signup and view all the answers

List the first question in the set of eight 'W' questions for planning training.

<p>What content?</p> Signup and view all the answers

Flashcards

Training Needs Identification

Identifying the specific training needs within an organization, determining areas where employees lack skills or knowledge.

Training Planning

Creating a structured plan detailing the training objectives, content, methods, resources, timeline, and evaluation criteria.

Training Implementation

The practical implementation of the training plan, involving delivering the training content using chosen methods and resources.

Training Evaluation

Evaluating the effectiveness of training by assessing learning outcomes, participant satisfaction, and impact on performance within the organization.

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Instructing at Work

An on-the-job training approach where employees receive direct instructions and guidance while performing their tasks.

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Mentoring

A mentoring approach where the mentor provides guidance based on their own experience and knowledge.

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Coaching

A coaching approach where the coach helps the coachee discover solutions by asking questions and challenging them.

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Job Rotation

A training method involving rotating employees between different job roles to broaden their skills and experience.

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Simulation Training

Training method that simulates real-world scenarios, engaging trainees in role-playing, games, or practical exercises.

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Kirkpatrick Level 4: Results

Evaluation level that assesses the impact of training on business outcomes and performance.

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Workshop

Off-the-job training that provides a structured environment for participants to learn, practice, and develop skills through a series of interactive activities and exercises.

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Development Centre

A structured program designed for a group of employees that focuses on developing specific skills and knowledge through various training methods.

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Seminar and Lecture with Discussion

Training method that involves active participation in a discussion or debate facilitated by an instructor.

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Demonstration Training

Training method that involves learning through direct observation, experimentation, and practical application.

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Self-Study & Distance Education

Training method where trainees independently learn at their own pace using various resources like books, online materials, or video tutorials.

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Kirkpatrick Level 3: Behaviour

Evaluation level examining the extent to which trainees translate their newly acquired knowledge and skills into their daily work.

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Qualification Agreement

An agreement where an employer pays for an employee's upskilling in exchange for a commitment to stay employed for a specific period, usually up to five years. If the employee breaks the contract, they may have to reimburse the employer for the training costs.

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Training a Newbie

Training provided to employees when they first start a job. It covers the basic skills and knowledge needed for the role. The employer is responsible for providing this training.

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Upskilling

Education or training that helps employees improve their skills and knowledge for their current role. The employer can make the employee sign a qualification agreement to ensure they stay employed for a certain period after completing the training.

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Higher Education

An increase in an employee's qualifications, such as graduating from a university program. The employer does not have to pay for this, but may offer financial support in exchange for a qualification agreement.

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Minimum Cost for Qualification Agreement

The employer's cost of upskilling must exceed CZK 75,000 for a qualification agreement to be valid.

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Study Notes

Corporate Training System

  • Identification of training needs
  • Planning training
  • Implementation of training
  • Evaluation of learning outcomes and effectiveness

Techniques for Monitoring Training Needs

  • Analysis of variance (outliers): Identify significant deviations from the training plan and examine their root causes and consequences.
  • Evaluation interviews: Question employees and customers to gather feedback.
  • Targeted interviews with managers: Focus on managerial perspectives and insights.
  • Employee surveys: Analyze questionnaires and surveys to understand employee attitudes and training needs.
  • Monitoring meeting results: Assess the outcomes of meetings to address current issues and future tasks.

Planning Training

  • Eight "W" questions:
    • What content? Determine the aim and content of the training program.
    • Who to? Identify the target audience for the training.
    • In what way? Outline the training methods, modes, equipment, materials, and aids needed.

Methods of Training

  • On-the-job training:
    • Instructing at work: Instruction during standard work tasks.
    • Assisting: Supporting more experienced employees in daily tasks.
    • Project work: Assignment of tasks and projects.
    • Job rotation: Transitioning between different roles and responsibilities.
    • Job enlargement: Expanding job responsibilities.
    • Job enrichment: Enhancing the quality and depth of job roles.
  • Coaching: The coach guides the coachee to figure out effective approaches on their own.
  • Mentoring: Experienced mentors provide guidance and advice, relying on their prior experience.
  • Counseling: Personalized guidance focused on providing support.

Off-the-job Training Methods

  • Lecture: Traditional lecture format.
  • Seminar: Combining lectures with group discussions.
  • Demonstration: Practical, hands-on teaching.
  • Workshop: Interactive sessions with practical exercises or case studies.
  • Case study: Using real-world examples to teach essential concepts.
  • Brainstorming: Encouraging creative thinking through group discussions.
  • Simulation: Replicating real-world situations or scenarios.
  • Development centre: A specialized training environment.
  • Outdoor training: Using outdoor activities to foster growth.
  • Work meetings: Addressing specific issues or problems through formal meetings.
  • Self-study and distance education: Utilizing study guides and materials or online platforms.
  • E-learning: Digital learning tools and platforms.
  • Webinar: Online workshops or seminars conducted via a computer system.
  • Corporate Consulting: External expertise to support the organization.
  • Action learning: Hands-on experience and learning from shared mistakes.
  • Trainee programmes: Tailored training programs for employees with specific needs.

Evaluation of Training

  • Kirkpatrick Levels of Evaluation: A framework for measuring the return on training investments.
  • Reaction: Evaluating how engaged trainees were.
  • Learning: Assessing the increase in knowledge and skills.
  • Behaviour: Examining how trainees apply new skills in the workplace.
  • Results: Analyzing the impact on performance and business outcomes.
  • Return on investment (ROI): Evaluating if the training investment was financially efficient.

Deepening of Qualification

  • Improving existing skills and knowledge in your work area.
  • Maintaining and enhancing proficiency in an area.
  • May involve taking additional training, but not necessarily a new qualification.

Upskilling/Increase in Qualification

  • Gaining new skills or knowledge beyond current job functions.
  • Advancing your education or job experience.
  • Typically leads to a higher level of expertise.

Qualification Agreement

  • A formal agreement between employee and employer.
  • Used for upskilling (not for onboarding/initial job qualifications.)
  • The employer pays for the skill development in exchange for the employee's commitment to stay employed for a defined period, usually no more than five years.
  • Costs must be at least CZK 75,000 to be considered for a valid qualification agreement.

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