HRM - L5 TRAINING

It is a systematic approach employed by organizations aimed at equipping individuals with the essential skills, knowledge, and behaviors necessary for achieving organizational goals set by the company.

It is the structured introduction of new employees to their roles, colleagues, and the organization.

Skills needed to perform one's job effectively.

The use of technology to share with other employees.

The global market is quality competitive.

It is the employee's belief that he can successfully learn the content of the training.

The employee must understand that the training is related to his job, personal and career benefits as it may include process or procedures to make his work easier and is needed due to change in work technology.

is the practical application of what was learned in the program.

is the passive receipt of information that includes the traditional instructions, distance learning and audiovisual techniques.

This refers to the training method that require on-the- job training, simulation, business games, case studies, behavior modeling, interactive videos and web-based training.

It helps trainees share ideas and experiences, build group or team identity, understand the dynamics of interpersonal relationship and get to know their own strengths and weaknesses and those of their co- workers.

It represent the level of how well the trainees have learned facts, ideas, concepts, theories and attitudes.

There must be a change in the work attitude and behavior of the trainee after the training.

Employer evaluate results by measuring effects of training on the achievement of organizational objectives.

Which is not one of the Importance of Evaluation of Training

refers to formal education, job experiences, relationships, and assessments of personality and abilities that employees prepare for the future.

Which is not part of the processes are used in the assessment.

The planned activities that could be developed within the company or while the employee is at work are those activities that will enhance employees' potential to assume other jobs that the company needs in its operation.

The immediate supervisor coaches he subordinate employee in performing certain functions that are necessary for its advancement.

Assigning promising employees to important committees can give the employees a broadening exercise and can help them to understand the personalities, issues and processes governing the organization.

This is the process of shifting employees from one job to another.

Assignment of an assistant to the position who works directly under the manager.

Refers to adding challenges or new responsibilities to the employee's current job

Can also develop skills and increase their knowledge about the company and its operation by interacting with more experienced organization members.

This technique can be effective because the individuals are given the opportunity to get away from the job and concentrate solely on what is to be learned.

The specific source of information and operational measures or an organization level needs analysis

The use of performance appraisal data in making this individual analysis is the most common approach.

The job description and the job specifications provide information on the performance expected and the skills necessary for employees to accomplish the required work.

It is crucial for organizations to achieve their goals, with planners identifying needs and setting objectives.