Training In I/o Psychology

Front 1

Learning

Back 1

Process by which change in knowledge or skills is acquired through education or experience
**Cognitive aspect but also behavioral component

Front 2

Three (3) Phases of Learning

Back 2

(1) Declarative knowledge
(2) Knowledge compilation
(3) Procedural knowledge

Front 3

Exemplar Learning

Back 3

learning by actual members of the category (becomes more important over time)

Front 4

Rule Learning

Back 4

learning by applying learned rules (becomes less important over time)

Front 5

Three (3) Distinguishing Features of Experts

Back 5

(1) Proceduralization (automaticity)
(2) Mental models
(3) Meta-cognition

Front 6

Training

Back 6

A system of learning in a work context

Front 7

Training Validity

Back 7

Amount of learning during training

Front 8

Transfer Validity

Back 8

Extent to which KSAs learned in training lead to improved performance on job

Front 9

Development

Back 9

> Development is considered a longer-term venture.
> Focused on broader enrichment of individual.
> Training for future jobs.

Front 10

Training Needs Assessment

Back 10

The determination of an organization’s training needs and whether the organization’s needs can be met or addressed by training.

(1) Organizational
(2) Task
(3) Person

Front 11

Instructional Systems Design

Back 11

A- Analysis
D- Design
D- Development
I- Implementation
E- Evaluation

Front 12

I-P-O Model

Back 12

(1) Input Factors: Trainee Characteristics
(2) Process: Training Methods (On & Off Site)
(3) Outcomes: Kirkpatrick’s Hierarchy of Effectiveness Criteria

Front 13

Input Factors

Back 13

(1) Trainee Characteristics
(2) Self-efficacy: a sense of personal control and being able to master one’s environment
(3) Trainee readiness
(4) Pre-training motivation
(5) The Pretraining Environment

Front 14

On-the-job Training

Back 14

training in the actual unit by shadowing

Front 15

Job Rotation

Back 15

job assignment for a specific role; temporary; within organization

**increase versatility and motivation
>>> slows productivity and is not applicable to a number of jobs

Front 16

Apprentice Training

Back 16

linked with trainer for longer period of time; skill-based job/trade; need for practice

**potential to learn a lot of information
>>> highly dependent upon trainer

Front 17

Media Richness Theory

Back 17

richer media will result in greater learning (particularly for equivocal or ambiguous tasks)

** Excellent supplement to traditional instruction methods
>>> Technical issues; age may play a role in motivation

Front 18

Intelligent Tutoring Systems

Back 18

use of artificial intelligence; customizes learning to the individual

Front 19

Interactive Multimedia Training

Back 19

audiovisual information; allows for interaction & feedback

Front 20

Virtual Reality Training

Back 20

use of three-dimensional computer-generated imagery

Front 21

Programmed Instruction

Back 21

trainees given instructional materials that positively reinforce them as they move through the material at their own pace

(1) Linear
(2) Branching

Front 22

Simulation

Back 22

(1) Role playing: trainees adopt various roles in a group exercise
** Primarily to enhance interpersonal skills
(2) Business games: simulates a business environment with specific objectives & rules for trainees
(3) Behavioral modification…behavior

Front 23

Off-Site Training

Back 23

(1) Lectures
(2) Programmed Instruction
(3) Simulation

Front 24

Behavior Modeling Training

Back 24

Based on Social Learning Theory

Emphasizes:
(1) Attention: Observing models performing specific behaviors
(2) Retention: storing and retrieving information
(3) Reproduction: reproducing the skills and behaviors through rehearsal
(4) Motivation: comes from feedback from the trainer and trainees

Front 25

Kirkpatrick’s Hierarchy of Training Criteria

Back 25

RESULTS (external)
Behavior (external)
Learning (internal)
Reactions (internal)

Front 26

Reaction Criteria

Back 26

Self-reported attitudes toward the training program

** Cheap and easy
>>> Not necessarily related to other, higher criteria

Front 27

Behavioral Criteria

Back 27

Actual changes in the performance of the employee
**Also known as transfer, or transfer of training

> approximately 4 months

Front 28

Results Criteria

Back 28

Economic value of the training program to the company

May be assessed with utility analysis estimates (approx. 5 mos)

Front 29

Utility Analysis

Back 29

assessing the net financial benefits of HRM initiatives

Front 30

Management Development

Back 30

Process by which individuals learn to perform effectively in managerial roles

Front 31

Cultural Diversity Training

Back 31

Melting pot vs. multicultural conception

Front 32

Sexual Harassment Training

Back 32

Quid pro quo vs. hostile environment harassment

Front 33

Coaching

Back 33

Facilitating performance and optimizing potential through learning, development in collaboration with another

Based on transformative learning theory: promoting critical thinking, awareness, & reflection

Front 34

Group Sensitivity Training

Back 34

Group interaction with little direction for the purpose of promoting self-enhancement & behavioral change

May work better for groups meeting for more sessions & for larger groups

May actually produce a greater change in objective behavior than in self-reports of behavioral change

Front 35

Mentoring

Back 35

Mutually recognized relationship between an older (usually), more knowledgeable/experienced mentor & protégé

Informal: relationship works best
Formal: Greater perceived input from the protégé

Front 36

Learning Organizations

Back 36

company that emphasizes continuous learning, knowledge sharing, & personal mastery

Front 37

Four (4) Phases of Mentoring

Back 37

(1) initiation phase
(2) protégé phase
(3) breakup stage
(4) lasting-friendship stage

Front 38

Skill Maintenance

Back 38

the length of time that trained skills and behaviors continue to be used on the job

Front 39

Skill Generalization

Back 39

the extent to which trained skills and behaviors are exhibited in the transfer setting