Training and Development 2.pdf

TRAINING AND DEVELOPMENT 1. Employee orientation – provides new employees with the basic background information they need to function 2. Wage curve – graphic relationship between the value of the job and the average wage paid for the job 3. Training – giving new or current em...

TRAINING AND DEVELOPMENT 1. Employee orientation – provides new employees with the basic background information they need to function 2. Wage curve – graphic relationship between the value of the job and the average wage paid for the job 3. Training – giving new or current employees the skills they need to perform their jobs; it is essential to good management 4. Inadequate training – can expose employers to negligent training liability when failed to provide adequate training for their employees; example, inadequate training in safety may cause harm to an employee or customer 5. Strategic needs analysis – identifies the training employees will need to fill these future jobs 6. ADDIE – analysis-design-develop-implement-evaluate 7. Task Analysis – a detailed study of the job to determine what specific skills the job requires 8. Work sampling – is a method used for screening job applicants and will not likely be used to identify training needs 9. Competency model – consolidates, usually in one diagram, a precise overview of the competencies someone would need to do a job well 10. Performance analysis – process of verifying that there is a performance deficiency and determining whether the employer should correct through training or some other means (like transferring employee) 11. FOUR STEPS IN TRAINING PROCESS a. Needs analysis – identify the specific knowledge and skills the job requires, and compare these with the prospective trainees’ knowledge and skills b. Instructional design – formulate specific, measurable knowledge and performance training objectives c. Implement the program – actual training d. Evaluation – assess the program’s success 12. OJT – on-the-job training; having a person learn a job by actually doing it; a training method that is most frequently used by employers; also applies job rotation 13. Apprenticeship – process by which people become skilled workers through a combination of formal learning and long-term on-the-job training 14. Job instruction training – step-by-step training 15. Programmed learning – systematic method for teaching job skills that involves presenting questions or facts, allowing the person to respond, and giving the learner immediate feedback on the accuracy of his/her answers 16. Intelligent tutoring systems – computer-based training systems that adjust to meet each trainee’s specific learning needs 17. Vestibule training – method in which trainees learn on the actual or simulated equipment they will use on the job, but are trained away from the job 18. Videoconferencing – a trainer in a central location teaching groups of employees at remote locations over cable broadband or internet 19. Job aid – a set of instructions, diagrams, or similar methods available at the job site guide the worker 20. Diversity training – aims to create better cross-cultural sensitivity 21. Cross training – training employees to do different tasks or jobs than their own 22. Management development – any attempt to improve managerial performance by imparting knowledge, changing attitudes, or increasing skills 23. Action learning – enables management trainees to work full-time analyzing and solving problems in other departments 24. Succession planning – focuses on planning and filling senior-level positions 25. Management games – considered an effective training tool because trainees are actively involved, and the activities help trainees focus on planning and solving problems 26. Organizational development – a change process through which the employees formulate change that’s required and implement it 27. Action research – collecting data about a group, department, organization, and feeding the information back to the employees so they can analyze and develop hypothesis about what the problems might be 28. FOUR BASIC CATEGORIES OF ORGANIZATIONAL DEVELOPMENT (OD) APPLICATIONS a. Human process b. Technostructural c. Human resource management d. Strategic applications 29. HR MANAGEMENT INVOLVES: a. Performance appraisals b. Rewards systems c. Diversity programs d. Goal setting 30. KURT LEWIN’S MODEL OF CHANGE PROCESS: a. Unfreezing – reducing the forces that are striving to maintain the status quo b. Moving – developing new behaviors, values, and attitudes c. Refreezing – managers reinforce the new ways of doing things with changes to the company’s systems to prevent it from reverting to its old ways 31. Controlled experimentation – refers to a formal method for testing the effectiveness of a training program 32. FOUR BASIC CATEGORIES OF MEASURED WHEN EVALUATING A TRAINING PROGRAM a. Reaction b. Learning c. Behavior d. Results