16 Questions
On-the-Job Training and Apprenticeship Training are both considered Classroom Training methods.
False
Cross Training and Job Shadowing are used for Executive Development Programs.
False
Task Analysis involves identifying the specific knowledge and skills that employees need to become more productive.
False
Formulating learning objectives is the first step in the training and development process.
False
A detailed task analysis is used to identify training needs.
True
Instructional design involves deciding on the training methods to use.
False
Symposium, Conferences, and Workshops are all types of Executive Development Programs.
True
Programmed Instruction is a type of Audiovisual Method.
False
A performance appraisal is a regular review of a team's job performance and overall contribution to a company.
False
Training and development programs can help reduce employee turnover.
True
An action plan includes creating a budget plan for the training program.
True
Training programs are only intended for new employees.
False
Evaluation of the training program is unnecessary after implementation.
False
The implementation phase of the training program involves deciding on the training objectives.
False
Training and development programs can help improve employee performance.
True
Instructional materials required for the training program include computers and writing supplies.
True
Study Notes
Human Resource Management: Training and Development
- Training and Development refers to educational activities within a company to enhance employee knowledge and skills, providing information and instruction on how to better perform specific tasks.
- Training aims to learn and acquire additional skills, while Development prepares employees for a possible upward step or promotion.
Training Methods
- On-the-Job Training (O.J.T/Internship)
- Apprenticeship Training
- Classroom Training
- Programmed Instruction
- Audiovisual Method
- Simulation Method
- Cross Training
- Job Shadowing
Executive Development Programs
- Symposium, Conferences, Workshops
- Case Study Method
- Team Building
- Role Play
- Prepare a Detailed Task Analysis
Steps in Training and Development
- Task Analysis: examination of each step involved in completing a task or job, along with a detailed description of the activities performed.
- Assess Training Needs: identify specific knowledge and skills that employees need to become more productive, efficient, and innovative in their jobs.
- Formulate Learning Objectives: specify new knowledge, skills, and abilities that a learner should accomplish from undertaking a learning experience.
- Create an Instructional Design: develop lesson plans, instructional materials, and presentations related to the learning objectives.
- Decide on Training Methods: consider factors such as the number of people to train, objectives, materials, and resources.
- List Required Instructional Materials: essential items needed for the effective delivery of the training session.
- Outline an Action Plan: create a timeline of activities, determine resources, and assign personnel responsible for implementing the training program.
- Implement the Program: decide whether training will be delivered in-house or externally coordinated.
- Evaluate the Results: monitor participant progress, provide evaluation, feedback, and testing to determine if the training program was successful.
Importance of Training and Development
- Improved employee performance
- Improved employee satisfaction and morale
- Addressing weaknesses
- Consistency
- Increased productivity and adherence to quality standards
- Increased innovation in new strategies and products
- Reduced employee turnover
- Enhanced company reputation and profile
This quiz covers training and development methods in human resource management, including on-the-job training, apprenticeship, classroom training, and more.
Make Your Own Quizzes and Flashcards
Convert your notes into interactive study material.
Get started for free
