Training and Development 2

Questions and Answers

Which of the following is NOT considered one of the four basic categories of organizational development (OD) applications?

Strategic applications

Human resource management

Psychological enhancement (correct)

Technostructural

In HR management, which element focuses primarily on assessing employee performance?

Diversity programs

Performance appraisals (correct)

Rewards systems

Goal setting

What is the primary purpose of the 'unfreezing' step in Kurt Lewin's model of change process?

To develop new organizational values

To reinforce existing behaviors

To implement new practices directly

To reduce resistance to change (correct)

Controlled experimentation in the context of training programs is primarily used to achieve what outcome?

Measuring training effectiveness Signup and view all the answers

Which of the following categories is NOT included when evaluating a training program?

Efficiency Signup and view all the answers

What is the primary focus of succession planning within an organization?

Planning and filling senior-level positions Signup and view all the answers

Which training method is characterized by learning in an environment separate from the actual job site?

Vestibule training Signup and view all the answers

What type of training emphasizes improving managerial performance through various learning methods?

Management development Signup and view all the answers

Which term refers to a systematic teaching approach that provides immediate feedback on responses during the learning process?

Programmed learning Signup and view all the answers

How does intelligent tutoring systems tailor the learning experience for trainees?

By adjusting training based on individual learning needs Signup and view all the answers

Which of the following training methods is known for creating better cross-cultural sensitivity?

Diversity training Signup and view all the answers

What is the purpose of management games in a training context?

To encourage active participation and problem-solving among trainees Signup and view all the answers

Which of the following best defines organizational development?

A change process formulated by employees for necessary changes Signup and view all the answers

What is the main purpose of employee orientation?

To provide background information necessary to function in the job Signup and view all the answers

Which of the following is NOT a component of the ADDIE model?

Deliver Signup and view all the answers

What potential risk can arise from inadequate training?

Negligent training liability Signup and view all the answers

Which method is specifically intended for identifying training needs in employees?

Task analysis Signup and view all the answers

What is the primary focus of a competency model?

To summarize necessary skills for job success Signup and view all the answers

During which phase of the training process is instructional design conducted?

Needs analysis Signup and view all the answers

What does performance analysis aim to determine?

If training is necessary to correct performance deficiencies Signup and view all the answers

What type of training does OJT refer to?

On-the-job training where employees learn by doing Signup and view all the answers

Study Notes

Training and Development Key Concepts

Employee Orientation: Essential for new hires to understand their roles and the company culture.
Wage Curve: Illustrates the correlation between job value and average compensation in graphical form.
Training: Equips employees with vital skills for their job performance, crucial for effective management.
Inadequate Training: Risks negligent training liability; poor safety training can lead to injuries.
Strategic Needs Analysis: Determines necessary training to prepare employees for future job roles.
ADDIE Model: Framework for training development consisting of Analysis, Design, Development, Implementation, and Evaluation.
Task Analysis: In-depth study to identify the specific skills required for a job.
Work Sampling: Method for evaluating job applicants, less useful for identifying training needs.
Competency Model: Visual representation of competencies needed for successful job performance.
Performance Analysis: Assessing performance deficiencies to decide on corrective measures, including training or reassignment.

Training Process Steps

Needs Analysis: Compare job requirements with trainee competencies to identify gaps.
Instructional Design: Establish clear training objectives that are measurable.
Program Implementation: Execute the training program.
Evaluation: Measure the effectiveness and success of the training program.

Training Methods

On-the-Job Training (OJT): Hands-on learning in the actual work environment; including job rotation.
Apprenticeship: Combination of formal training and practical work experience leading to skilled status.
Job Instruction Training: Step-by-step guidance for task completion.
Programmed Learning: Engages learners through immediate feedback on responses to questions.
Intelligent Tutoring Systems: Adaptive computer-based training tailored to individual learning needs.
Vestibule Training: Using real or simulated equipment to train away from the job setting.
Videoconferencing: Remote training conducted by a central trainer for distributed employees.
Job Aids: Resources at the workstation that offer instructions or guidelines.
Diversity Training: Enhances cross-cultural awareness and sensitivity among employees.

Management and Development

Cross Training: Employees learn different roles, increasing versatility.
Management Development: Aims to elevate managerial skills and knowledge.
Action Learning: Management trainees tackle real departmental issues to gain practical experience.
Succession Planning: Strategic focus on preparing for senior leadership vacancies.
Management Games: Interactive training that fosters critical thinking and problem-solving skills.
Organizational Development: Process driven by employees to implement necessary changes.

Change Management

Action Research: Uses data gathering and employee feedback to identify problems and develop solutions.
Kurt Lewin’s Model:
- Unfreezing: Challenging existing norms to encourage change.
- Moving: Instilling new behaviors and values.
- Refreezing: Solidifying new practices within the company's framework.
Controlled Experimentation: Systematic testing to assess training program effectiveness.

Evaluating Training Programs

Four Categories of Measurement:
- Reaction: Immediate feedback post-training.
- Learning: Assessing knowledge acquisition.
- Behavior: Observing practical application of learned skills.
- Results: Evaluating the overall impact on organizational goals.

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Description

This quiz covers essential aspects of training and development in the workplace, including employee orientation and wage curves. It emphasizes the importance of adequate training for both new and current employees to enhance performance and mitigate liability risks for employers. Dive in to test your knowledge on effective management practices.