HRMIS - Week 11: Training and Development

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Questions and Answers

What is a key factor for the successful implementation of HRIS T&D projects?

  • Creating a separate department for e-learning management
  • Focusing solely on financial metrics
  • Using only the most technically sophisticated systems
  • Assessing projects based on their alignment with the T&D strategy (correct)

Which of the following is NOT a recommended practice to foster a corporate learning culture?

  • Encouraging senior management to support HRIS T&D projects
  • Involving line managers and employees in project planning
  • Rewarding employees for using e-learning
  • Assessing technical sophistication as the primary criterion for system choice (correct)

What does establishing a suitable evaluation strategy for T&D metrics help to achieve?

  • It ensures only direct outcomes are accounted for
  • It limits the evaluation to financial implications only
  • It identifies all direct and indirect training outcomes (correct)
  • It focuses exclusively on user satisfaction

Which factor is essential for ensuring the adoption of e-learning within an organization?

<p>Making managers accountable for e-learning uptake (C)</p> Signup and view all the answers

What should be avoided when planning HRIS T&D projects?

<p>Focusing solely on the availability of budget allocations (B)</p> Signup and view all the answers

Which factor is NOT considered essential for adults to learn best?

<p>Access to advanced technology (C)</p> Signup and view all the answers

Which of the following is one of the five activities in Knowledge Management?

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

In the Systems Model of Training and Development, what does TNA stand for?

<p>Training Needs Assessment (B)</p> Signup and view all the answers

What should be considered when implementing Learning Management Systems (LMS)?

<p>Resources required and facilitation methods (B)</p> Signup and view all the answers

Which of the following learning methods is included under Training Needs?

<p>On-the-job and off-the-job training (B)</p> Signup and view all the answers

What should be linked to the delivery of employee development?

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

Which of the following is NOT a part of the five activities of Knowledge Management?

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

Which strategy is emphasized for enhancing effectiveness in Learning Management Systems?

<p>Creating an integrated onboarding process (C)</p> Signup and view all the answers

Flashcards

Training Needs Analysis (TNA)

A process that involves identifying discrepancies between the current skills and knowledge of employees and the required skills and knowledge for present and future needs.

Training Initiatives

The content of a training program, including the learning objectives, materials used, and the delivery methods.

Off-the-Job Training

A type of training that takes place in a controlled environment, away from the actual workplace.

On-the-Job Training

A type of training that happens directly within the actual work environment.

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Learning Management System (LMS)

A system that manages training and development activities within an organization, often using online platforms.

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Learning Organization

An organization that actively encourages and fosters continuous learning and knowledge sharing at all levels.

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Knowledge Management

A systematic process that involves acquiring, documenting, transferring, creating, and applying knowledge within an organization.

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Training Evaluation

The process of evaluating the effectiveness of training programs and interventions.

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Learning Record Stores (LRS)

Systems that capture learner experiences across various platforms and devices, enabling data about learning progress and outcomes.

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Align e-learning strategy with business strategy

A key success factor in e-learning; ensuring the strategy aligns with overall business objectives.

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Learning adoption/engagement platforms

Strategies that encourage employees to adopt and engage with e-learning platforms and resources.

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Microlearning platforms

Platforms that deliver learning content in small, focused chunks designed for quick absorption and retention.

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Create a corporate learning culture

A critical element of e-learning success; creating a work environment that values and promotes learning.

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Study Notes

HRMIS - Week 11: Training and Development

  • Course Outline: The course covers talent management, HR planning, recruitment/selection, training & development, rewarding employees, HR metrics, workforce analytics, HRIS privacy/security, HR in the digital world, and the future of HRIS, international HRM, and social media.

Key Terms

  • Education: Formal learning process.
  • Training: Skill development for current job tasks.
  • Development: Long-term growth in skills and knowledge.
  • Learning Organization: Continuously improving.
  • Organizational Learning: Collective knowledge/experience sharing and application.

Best Practices for Adult Learning

  • Adults learn best when they understand the reasons for new concepts/skills.
  • Active participation in learning activities is crucial.
  • Connecting new learning to existing knowledge and experience is essential.
  • Learning should be rooted in problem-solving contexts.
  • Learning must be immediately relevant to their job.
  • Internal motivation enhances learning engagement.

Knowledge Management Activities

  • Acquisition: Gathering knowledge.
  • Documentation: Recording knowledge.
  • Transfer: Sharing knowledge.
  • Creation: Developing new knowledge.
  • Application: Putting knowledge into practice.

Systems Model of Training and Development

  • A cyclical process including:
    • Identifying training and development needs.
    • Designing training and development solutions.
    • Implementing training and development solutions.
    • Evaluating training and development effectiveness.

Systems Model Details

  • Training Needs Analysis (TNA): Identifying the gap between present and future KSAs. Includes the organization, job, or personal levels of needs.
  • Training delivery methods: On-the-job (observation, mentoring, coaching, job rotation, apprenticeship, self-directed learning) and off-the-job (simulation, role play, case study, business games, external courses, workshops, behavior modeling, placement).
  • E-learning and Mobile Learning: Digital learning formats. Learning initiatives should be aligned with business objectives.
  • Employee Development: Linked to learning delivery and business objectives. Effective learning must be measured. Organizations must ensure compliance with regulations. Establishment of employee onboarding procedure.

Learning Management Systems (LMS)

  • Implementation considerations: resources, who handles it, and time frame.
  • Evaluation is the final step.
  • Needs analysis, results analyzing, and formulation of learning outcomes are important.

Enhancing Effective LMS

  • Link employee development to learning delivery.
  • Align learning activities with business objectives.
  • Guarantee regulatory compliance.
  • Ensure learning effectiveness measurement.
  • Establish a streamlined employee onboarding procedure.

Learning Tools

  • Content creation and libraries.
  • Massive Open Online Courses (MOOCs).
  • Adaptive learning platforms.
  • Learning adoption/engagement platforms.
  • Microlearning platforms.
  • Learning Record Stores (LMS).

Success Factors for HRIS T&D Applications

  • Aligning e-learning strategies with overall business strategy.

  • Creating a positive corporate learning culture.

  • Prioritizing HRIS T&D project suitability over technical sophistication. Thoroughly planning the projects.

  • Considering legacy systems, budget, and expertise.

  • Gaining commitment from senior management.

  • Ensuring buy-in from line managers and employees.

  • Fostering supportive organizational climate.

  • Rewarding employee use of e-learning.

  • Match HRIS T&D applications and e-learning initiatives to meet training needs.

  • Establish a sound evaluation strategy using suitable T&D metrics.

  • Promote the benefits of e-learning.

  • Make managers accountable for e-learning uptake. Ensuring user-friendly systems and quality information.

  • Implementing a robust data security policy.

  • Avoiding sole focus on financial returns from HRIS T&D projects.

  • Training employees and managers regarding the tools.

Reference

  • "Human Resource Information Systems" 5th Edition, Chapter 10.

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