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27 Cards in this Set

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1. List some of the characteristics of an effective orientation program.
*Familiarizing new employees with the organization,their iob, and their work unit.
*Embedding organizational values, beliefs, and accepted behaviours. *Active involvement and participation from the supervisor.
2. Discuss the systems approach to training and development.
*Training and development need to be linked to thi organization's goals and objectives. *A systems approach to training and development creates this link. A systems approach consists of five phases: needs analysis, training program design, implementation, evaluation, and transf er to work environment.
5. Identify the types of training methods used for managers and nonmanagers
*On-the-job.
*Apprenticeship.
*Cooperative and internship programs. *Computer-based.
*Seminars and conferences.
*Role playing and management games.
6. Describe the special training programs that are currently popular.
*Basic skills training (eg.literacy).
*Team work.
*Diversity.
7. Explain how a career development program integrates individual and organizational needs.
*It blends employee effectiveness and satisfaction with the achievement of the organization's strategic objectives.
*HRM practices must fit so that both individual and organization needs can be achieved.
7. Explain how a career development program integrates individual and organizational needs.
*It blends employee effectiveness and satisfaction with the achievement of the organization's strategic objectives.
*HRM practices must lit so that both individual and organization needs can be achieved.
8. Describe the methods used for developing supervisors and managers.
*Mentoring programs.
*Specialized career programs for diverse workforce.
9. training

144
The acquisition of skills, behaviours, and abilities to perform current work
10. development

144
The acquisition of skills, behaviours, and abilities to perform future work or to solve an organizational problem
11. orientation

144
Formal process of familiarizing new employees with the organization, their jobs, and their work unit and embedding organizational values, beliefs, and accepted behaviours
12. task analysis

150
Process of determining what the content of a training program should be on the basis of a study of the tasks and duties involved in the job
13. competency assessment

152
Analysis of the sets of skills and knowledge needed for decision-oriented and knowledge-intensive jobs
14. person analysis

152
Determination of the specific individuals who need training
15. instructional objectives

152
Desired outcomes of a training program
16. trainee readiness

153
The consideration of a trainee's maturity and experience when assessing him or her
17. on-the-job training (OJt]

155
Method by which employees are given hands-on experience with instructions from their supervisor or other trainer
18. apprenticeship training

157
System of training in which a worker entering the skilled trades is given thorough instruction and experience, both on and off the job,in the practical and theoretical aspects of the work
19. cooperative training

157
Training program that combines practical on-the-job experience with formal educational classes
20. internship programs

157
Programs jointly sponsored by colleges, universities, and other organizations that offer students the opportunity to gain real-life experience while allowing them to find out how they will perform in work organizations
21. computer-assisted instruction (CAI)

158
A system that delivers training material directly through a computer terminal in an interactive format
22. transfer of training

162
Effective application of principles learned to what is required on the job
23. benchmarking

163
Process of measuring one's own services and practices against the recognized leaders in order to identify areas for improvement
24. transfer

171
Placement of an individual in another job for which duties, responsibilities, status, and remuneration are approximately equal to those of the previous job
25. promotion

172
Change of assignment to a job at a higher level in the organization
26. mentors

173
Executives who coach, advise, and encourage individuals of lesser rank
3. Describe the components of a training plan
*Contributes to the organization's overall goals.
* Involves five phases: needs assessment, program design, implementation, evaluation, and transfer of training.
4. Identify the principles of learning.
*Goal setting.
*Meaningfulness of presentation.
*Modeling.
*Individual differences.
*Active practice and repetition. *Feedback.
*Rewards and reinforcement.