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34 Cards in this Set
- Front
- Back
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A systematic acquisition of skills, rules, concepts, or attitudes that result in improved performance |
Training |
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Used to determine organisational factors that either facilitate or inhibit training effectiveness. |
Organisational analysis |
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Used to identify the tasks performed by each employee, the conditions under which these are performed, and competencies needed |
Task Analysis |
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Based on the idea that not every employee needs further training. This is used to find the employees that do need to be trained. |
Person analysis |
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Sources of info in Person Analysis |
Performance appraisal scores, surveys, interviews, skill and knowledge tests, and critical incidents |
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Steps in Developing a Training Program |
1. Establishing goals and objectives 2. Motivating employees 3. Choosing the best training method |
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Incentives for learning |
Skill - based pay, interest, feedback |
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3 concerns in motivating employees |
Motivating them to attend, to perform well in training, and to use their training on the job |
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The most common training method. Also called seminar, lecture, or workshop |
Classroom training |
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The principle that shows that too much training at once is less effective than small amounts of training over a period of time |
Massed versus distributed practice |
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Allow the trainees to practice newly learned technical skills |
Simulation |
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Allow the trainees to practice newly learned interpersonal skills |
Role play |
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Allow trainees to role play ideal behaviour. One of the most successful training methods. |
Behavior modelling |
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Ideal behaviors that act as rules to follow in solving a problem |
Learning points |
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Allows trainees to learn at their own pace and at their own time |
Distance learning |
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A concept used in distance learning. Offered through books or e - learning. |
Programmed instruction |
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Advantages of programmed instruction |
It is self-paced, trainees are actively involved, and it presents information in small units. |
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Alternatives to books and traditional videos in distance learning |
Computer based learning (cbt) and e - learning |
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A cbt and e - learning method where employees watch a videotaped situation and select responses, which in turn show what would happen based on the choice. |
Interactive video |
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One-way source of e - learning where training programs are transmitted over the Web. |
Webcasts |
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Interactive source of e - learning where training programs are transmitted over the Web. |
Webinars (Web seminar) |
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Employees learning by watching other employees perform |
Modelling or social learning |
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On the job training method where employees perform several different jobs within an organisation |
Job rotation or cross training |
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A combination of formal coursework and on the job training |
Apprentice training |
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Training method where a new employee receives on the job guidance from a more experienced employee |
Coaching |
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Program where experienced workers are temporarily assigned to the training department |
Pass - through program |
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A form of coaching where a veteran takes a special interest in a new employee and helps then advance in the organization |
Mentoring |
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The extent to which what was learned in training will be performed on the job |
Transfer of training |
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Practicing a task even after it is learned in order to better retain it |
Overlearning |
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A method of evaluating training effectiveness by using pretests,posttests and control groups |
Solomon four groups design |
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Method of evaluating training where trainees are asked their opinions of a program |
Employee reactions |
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Evalutaion criteria that measures the extent to which employed can use learned material |
Application of training |
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Evalutaion criteria that looks at whether goals for training were met |
Business impact |
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Evalutaion criteria that looks at how much money as organisations has saved by subtracting training costs from profit |
Return of investment (ROI) |
