2- Training and development

Question 1

process that involves describing the behaviors to be learned to trainees, having a role model provide a visual demonstration of the desired behaviors, allowing the trainees to imitate the desired behaviors, and giving feedback

Answer 1

behavioral modeling

Question 2

a social network of people who share a common interest and who are committed to collaborating on projects related to their shared interest

Answer 2

community of practice

Question 3

study that determines the training needs of specific populations of workers
-used to determine if all are given equal access to growth experiences and developmental challenges

Answer 3

demographic needs analysis

Question 4

activities intended to improve competencies over a longer period of time in anticipation of the organization’s future needs- prepare employees for future roles

Answer 4

development

Question 5

assignments that place employees in jobs that present difficult new challenges and hurdles that “stretch” the employee to learn more

Answer 5

developmental job assigments

Question 6

training and development activities conducted through web-based learning, virtual classrooms, computerized learning modules, interactive tv, satellite broadcasts, and other such technologies

• new technology allows integration of multiple learning methods
• can speed communication and cut costs

Answer 6

e-learning

Question 7

the ability to recognize and regulate emotions in ourselves and in others, including self-awareness, self-management, social awareness, and relationship management

Answer 7

emotional intelligence

Question 8

training provided through the use of a short video and narrative presentation that then requires the trainee to respond

Answer 8

interactive video training programs

Question 9

study that identifies the specific skills, knowledge, and behavior needed to perform the tasks required by present or future jobs

Answer 9

job needs analysis

Question 10

the rotation of employees through positions at a similar level of difficulty to train them in a variety of tasks and decision-making situations

Answer 10

job rotation programs

Question 11

a process in which an established employee guides the development of a less experienced worker or protégé

Answer 11

mentoring

Question 12

employees learn their jobs under direct supervision, apprenticeships, internships and assistantships, job rotation, mentoring, coaching

Answer 12

on-the-job training

Question 13

an assessment of short- and long-term training and development needs given the business strategy, company culture, and expected changes in the external environment of the company

Answer 13

organizational needs analysis

Question 14

the process of briefing new employees on the benefits and services offered to them, advising them of rules and regulations, and explaining the policies and practices of the organization

Answer 14

orientation programs

Question 15

the identification of gaps between a person’s current competencies and those identified as being necessary or desirable

• performance measures
• self assessed training needs
• employee and customer surveys

Answer 15

person needs analysis

Question 16

people who observe employees in action and then provide feedback and guidance for how employees can improve their interaction skills in the future

Answer 16

personal coaches

Question 17

consequence that follows behavior

Answer 17

reinforcement

Question 18

the presentation of situations that are similar to actual job conditions meant to allow trainees to practice how to behave in those circumstances

Answer 18

simulations

Question 19

learning how things are done in organization, process of teaching employees about the organization’s history, culture, and management practices
-intense socialization increases employee’s commitment to success of the company

Answer 19

socialization

Question 20

activities designed to improve performance in the near term and in a specific job by increasing employees’ competencies, typical objective is to improve employee performance in a specific job

Answer 20

training

Question 21

an employee’s ability to readily apply the knowledge and skills learned during training to his or her work

Answer 21

training transfer

Question 22

corporate universities, programmed instruction on the internet, interactive videos

Answer 22

training type- on site but not on the job

Question 23

formal courses, simulation, assessment centers and board games, role playing, sensitivity training, wilderness trips (costs and transfer of training are disadvantage)

Answer 23

training type- typically offsite

Question 24

• organization (short and long term strategic objectives)
• job
• person
• demographics

Answer 24

four components of needs analysis

Question 25

• Performance Reviews
• Develop learning points to assist retention.
• Set specific goals.
• Identify reinforcers.
• Train significant others to reinforce behavior.
• Teach trainees self-management skills for self-reinforcement.

Answer 25

how to maintain performance after training

Question 26

• Addressing the concerns of
employees.
• Globalization.
• Improve competitiveness.
• Implementing new technology.
• Improving customer service.
• Training for customers.
• Ethics training.
• Knowledge management.
• Smoother mergers & acquisitions

Answer 26

strategic importance of training/development

Question 27

Knowledge Management Technologies
 Ensure that knowledge from employees, teams, & units
is captured, remembered, stored & shared through
intranets.
 Communities-of-Practice
 Learning is recognized as a source of competitive
advantage.

Answer 27

knowledge management and learning organizations

Question 28

 Intentional efforts to improve current & future
performance by helping employees acquire the skills,
knowledge, & attitudes required of a competitive
workforce
-training is to improve competencies needed in near future
-development is improving competencies over longer period of time for future roles

Answer 28

training and development

Question 29

 Job analysis and competency modeling establish the
tasks performed in a job and the competencies required
to perform the job well.
 Competency models, along with HR planning, also can
guide the design of development activities.

Answer 29

job analysis and competency modeling

Question 30

 New employees are socialized. This leads to less
absenteeism and lower turnover rates.
 It also increases dedication and commitment.

Answer 30

recruiting and retaining

Question 31

 When training will be provided to new job incumbents,

selection practices should emphasize people’s abilities & willingness to learn

Answer 31

selecting employees

Question 32

Performance management should be used to identify the

need for training and to determine when training activities have succeeded in improving performance

Answer 32

performance management

Question 33

Line managers - cooperate with HR with training and development, work to develop individual employee’s needs, do on the job socialization, support employee’s training
HR professionals - identify training and dev needs, assist in identifying employee’s training needs, develop training activities, train line managers, evaluate effectiveness
-understand objectives of training, actively participate in trianing, identify own training and devlopment needs

Answer 33

HR Triad in training

Question 34

 Incentives that encourage employees to participate.
 Managers who make it easy for employees to attend
T& D programs.
 Employees who encourage each other.
 Rewards for the use of new competencies.
 No hidden punishments for participating.
 Rewards for managers who are effective trainers

Answer 34

climate for training

Question 35

Creating the Right Conditions:

1. Need to learn
2. Motivation
3. New skills & knowledge
4. Real world practice
5. Accountability

Answer 35

designing training and development activities

Question 36

• supervisors/other managers
• coworkers
• experts
• employees

Answer 36

deciding who provides

Question 37

Includes:
 Information people have
(what they know)
 The way people organize information
 Strategies for using information.
-Most training addresses what people know

Answer 37

cognitive knowledge

Question 38

Learning involves practicing desired behaviors
 Technical, motor, & communication skills.
 Interpersonal
 Language.

Answer 38

skills demonstrated by behavior

Question 39

Objective is to Change:
 Motivation
 Attitudes
 Values.
Example of Objectives
 Build team spirit
 Enhance self-confidence
 Build emotional intelligence
(self-awareness, self-management, social
awareness, relationship management)

Answer 39

influencing affective responses

Question 40

A variety of unethical behaviors occur frequently
 Managers are abusive
 Lied to customers & employees
 Tolerated safety violations
 Corporate Social Responsibility

Answer 40

encouraging ethical behaviors

Question 41

 Unfamiliar responsibilities
 Responsibility for creating change.
 High levels of responsibility.
 Boundary-spanning requirements.
 Dealing with diversity.

Answer 41

components of developmental job assignment

Question 42

1. setting the stage for learning (provide clear instructions, model appropriate behavior)
2. increasing learning during training (responsive to country culture, active participation, mastery, feedback, practice)
3. Maintaining performance after training (develop learning points, specific goal setting, identify reinforcers, teach trainees self management skills for self-reinforcement)

Answer 42

maximising learning

Question 43

• cultural awareness training
• building competencies
• supplementing diversity training

Answer 43

current issues - diversity training for employees

Question 44

5 key benefits

• reduce costs
• speed to market
• geographic reach
• access to talent
• improve scalability of resources

Answer 44

training outsourcing