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29 Cards in this Set
- Front
- Back
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training
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An organizations efforts to help employees acquire job related knowledge, skills, abilities, and behaviors, with the goal of applying these on the job.
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Instructional design
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maping out what employees need to learn and then developing training to meet specific needs.
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Needs assessment
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the process if evaluating the organization, the individual employees, and employees' tasks to determine what kinds of training are necessary
Org Person Task |
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Organizational analysis
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the process for determining the appropriateness of training by evaluating the characteristics of the organization.
NEEDS ASSESSMENT |
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Person analysis
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the process of determining individual needs and readiness for training.
NEEDS ASSESSMENT |
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task analysis
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the process of identifying and analyzing tasks to be trained for.
NEEDS ASSESSMENT |
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readiness for training
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a combination of employee characteristics and positive work environment that permit training.
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Instructional Design Stages
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1 Assess needs for training (organization, person tasks)
2 Ensure readiness for training 3 Plan training program (objectives, trainer, methods) 4 implement training program 5 evaluate results of training |
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Planing the training program
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1) objectives of the program
2) in house or out of house 3) choice of training methods |
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On the Job training
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On the job training- training in which a person with experience guides the trainees in practicing job skills at the workplace.
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Classroom training
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In class lectures, very effective and can utilize distance learning
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audio-visual training
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Training through course work that is prepared on Cd's, DVD s, podcast.
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computer-based training-
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online programs.
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apprenticeship
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a work study training method that teaches job skills through a combination of on-the-job training and classroom training.
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internship
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on-the-job training sponsored by an educational institution as a component of academic programs
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simulation training
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a training method that represents a real life situation, with trainees making decisions resulting in outcomes that mirror what would happen on the job
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experiential programs training
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training programs in which participants learn concepts and apply them by simulated behaviors involved and analyzing the activity, connecting it with real life situations
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Action learning
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training in which teams get an actual problem , work on solving it and commit to an action plan, and are accountable for carrying it out
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transfer of training
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On the job use of knowledge skills and behaviors learned in training.
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4 approaches to employee development
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Formal education
assessment job experiences interpersonal relationships |
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Formal Education
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going to school to get mba or taking classes that your company provides
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Assessment
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collecting information and providing feedback on employees behaviors and communication style or skills.
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benchmark
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a measurement tool that gathers rating of a managers use of skills associated with success in managing
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Job experiences
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combination of relationships, problems, demands, tasks, and other features of employee jobs.
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downward move
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Demoting an employee
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externship
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employee development through a full-time temporary position at another organization
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sabbatical
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a leave of absence from an org to renew or develop your skills
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systems for career management steps
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self assessment
reality check goal setting action planing |
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self assessment step 1
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the use of information by employees to determine their career interests, values, aptitudes, behavioral tendencies, and development needs
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