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Human Resources > 05 Management Training > Flashcards

05 Management Training Flashcards

1
Q

Powerful Posing

A

self-confidence, assertiveness, comfortable, more TESTOSTERONE (Dominance hormone)

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2
Q

Powerless Posing

A

stress-sensitive
feeling shut down
high cortisol - stress hormone, helps adapt high stress situations

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3
Q

Examples of Management Training (9)

A
  1. Orientation and Onboarding training for new hires
  2. Basic on-the-job training for new hires
  3. Leadership training
  4. Sales Training
  5. IT Training
  6. Customer Service Training
  7. Ethics Training
  8. Team Training
  9. Intercultural and diversity Training
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4
Q

Strategic Model - Systematic Approach in 4 Phases

A
  1. Needs Assessment - orga, task and person analysis
  2. Design - objectiveness, trainee readiness, principles of learning
  3. Implementation - methods, learning outcomes
  4. Evaluation - reactions, learning, behaviour, results
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5
Q

Phase One Strategic Model, Organization Analysis

A

Needs Assessment

Organization Analysis - Examination of Environment, Strategies, Resources the firm faces to determine what training should emphasize

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6
Q

Phase OneStrategic Model, Task analysis

A

Task analysis:
Examination of activities to be performed in order to determine KSAOs
Determining what the content of training programm should be on basis of a study of the tasks and duties involved in the job
Competency assessment: Analysis of srts of skills and knowledge needed for decicion oriented and for knowlegde oriented jobs

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7
Q

Phase OneStrategic Model, Person Analysis

A

Person Analysis:
Determination of the specific individuals who need training in terms of performance, KSAO for being able to identify who needs training

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8
Q

KSAOs

A

Knowledge
Skills
Abilities
and Other Characterisitcs

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9
Q

Phase Two Strategic Model - What to be focused on?

1.
2.
3.
4.

A

Designing the Training Programm

Issued to be focused on:
- Developing trainings general objectives SKAO
- Assessing the readiness of trainees and their motivation
- Incorporating the 8 principles of learning
- Define the characteristics of successful instructors

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10
Q

Instructional Objectives - Definition

A

Desired Outcomes of a training programm that are performance netered and describe the SKAOs

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11
Q

SKAOs

A

Skills
Knowledge to be acquired and
Abilities and
Others to be changed

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12
Q

Phase Two: Readiness and Motivation of Trainees
What are the preconditions for learning?

1.
2.

A
  • Trainee readiness (being able to…)
    Whether or not the experience and knowlegde of trainees have made them ready to absorb the training
  • Trainee motivation (being willing to…)
    Organizsaiton needs to help employees understand the link between the effort they put into training and the payoff
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13
Q

What are the 8 Principles of Learning - Phase Two?

A

Goal Setting

Individual Differences

Modeling

Active Practice and Repitition

Meaningfulness of Presentation

Feedback and Reinforcement

Massed-versus-distributed learning

Whole-versus-part learning

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14
Q

Learning Curve Expectation VS Reality

A

Exp: Fast from beginner to expert
Reality: many ups and down, mistakes and normal and important

knowledge - comprehension - applicaton - analysis - sythesis - evaluation - expert!

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15
Q

Phase Two - Characteristics of Successful Instructors

1.
2.
3.
4.
5.
6.
7.

A

Knowlegde of Subject

Enthusiasm

Sincerity

Interest in trainees

Sense of humor

Ability to communicate clearly

Willingness to provide individual assistance

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16
Q

Implementation - Phase Three - Aspects of different training methods

A

Different Training methods and differently effective:

Just listening, reading, not as effecitve as teaching to others (or: groups, doing oneself, demonstrating - Coaching Zone Support)

17
Q

What are the four Stages of the Experiential Learning Cycle?

A

Implementation, Phase Three

Experiencing -> Reflecting Observation -> Thinking
-> Acting: active experimentation

18
Q

1st Stage of Experiential Learning - What happens here?

A

Concrete Experience:
You must do it yourself for learning to occur

19
Q

2nd Stage of Experiential Learning - What happens here?

A

Reflective Obervation:
Taking a step back from doing to reflect and review

20
Q

3rd Stage of Experiential Learning - What happens here?

A

Thinking: Abstract Conceptualisation:
You fit what you just learned into everything you know

21
Q

4th Stage of Experiential Learning - What happens here?

A

Acting: Active Experimentation:
Happens when you consider how you will put what you have learned into practice

22
Q

Phase Four: The Evaluation Model - What are the four levels?

A

By Donald Kirkpatrick

Reaction
Learning
Behaviour
Results

Planning vs. Execution

23
Q

Evaluation Model from Kirkpatrick: Level 1

1.
2.
3.

A

Reaction:

  • Customer Satisfaction
  • Engagement
  • Relevance
24
Q

Evaluation Model from Kirkpatrick: Level 2

1.
2.
3.
4.
5.

A

Learning

  • Knowlegde
  • Attitude
  • Ability
  • Confidence
  • Commitment
25
Q

Evaluation Model from Kirkpatrick: Level 3

1.
2.
3.
4.

A

Behaviour:

  • Performance drivers: Monitoring, - Encouragement
  • Strengthening
  • Reward
26
Q

Evaluation Model from Kirkpatrick: Level 4

1.

A

Results:

Internal and External Leading Indicators

27
Q

Examples of Management Trainings

A

Orientation, Onboarding

Leadership training

Sales Training

IT Training

Ethics Training

Intercultursl and diversity Training

28
Q

Why do learning outcomes differ so much between different training methods?

A
  • The average retention rate differs by training method
  • starting from demonstration (30%) to discussions in group, doing, teaching others - coaching zone support
29
Q

What is Competency assessment?

A

Analysis of the sets of skills and knoweldge needed for decision and knowledge oriented jobs

30
Q

What is the average retention rate?

A

Measures the differences between different training methods

high rate - coaching zone support

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