6 - Training and Talent Development Flashcards
to make certain that investments in training and development have maximum impact on individual and organizational performance, a systems approach to training should be used. the systems approach involves four phases:
(1) ___________ based on the firm’s competitive objectives,
(2) _______ design,
(3) ________
(4) ________
- needs assessment
- program
- implementation
- evaluation
The first step in a needs assessment is to identify the broad forces that can influence training needs. Basically, this involves an _______ analysis. That is, an analysis of the environment, strategies and resources of the organization to determine where training emphasis should be placed.
A task analysis, the second step, involves determining what the ______ of a training program should be on the basis of a study of the tasks and duties involved in jobs. This should include a ________ assessment to determine the skills and knowledge that employees need to be successful.
Third, a _______ analysis is necessary to determine the specific individuals who need training and those who do not.
organizational
content
competency
person
explain how each of the following is important in designing and implementing a training program.
- instructional objectives - Instructional objectives reflect the skills and knowledge to be acquired and attitudes to be _______ through a training program, which is the desired outcome of a training program.
- trainee readiness and motivation - Trainee readiness refers to the maturity and experience factors of the trainee’s ________. Prospective trainees should be screened to ascertain that they have the background knowledge and the skills necessary to absorb the training. Trainee motivation is also important for optimum ______ to occur. Trainees must have a desire to learn in order for a program to succeed. This requires focusing on the trainees as individuals, and providing the necessary support.
changed
background
learning
All things considered, training programs are likely to be effective if all the following principles of learning are applied:
- (a) Set ____ and _______ and explain them to trainees (or encourage trainees to set their own).
- (b) Present the material in a _______ manner (i.e., present the material in a manner that trainees can connect with things that are already familiar to them).
- (c) Use ________ in the form of real-life demonstrations, visual aids, pictures, drawings, etc., to convey messages.
- (d) Recognize individual ________ among trainees and adjust the learning experiences to accommodate this.
- (e) Include active _______ and repetition in the program.
- (f) Use the learning of ______ or parts of jobs that involve several skills rather than initially focusing on the whole job.
- (g) Follow the principle of _______ learning by spacing out the training into a series of reasonable time periods.
- (h) Provide trainees _______ about their progress in learning the material or skills involved.
- (i) Use _______ and reinforcement to strengthen the responses of trainees. Basically, follow the behavior modi cation technique which is based on the principle that behavior that is rewarded, or positively reinforced, will be exhibited more frequently in the future.
- goals / objectives
- meaningful
- modeling
- differences
- practice
- tasks
- distributed
- feedback
- rewards
On-the-job training is the most widely used training method for nonmanagerial employees. It is conducted by the immediate supervisor or a senior employee and has the advantage of providing “hands-on” experience under actual working conditions. Its widespread use is evidence of its value. The major drawbacks of this method appear to be that sometimes the trainers lack instructional skills and/or a measurable objective-oriented approach and often the training environment is not well-________; however, these limitations can be overcome.
structured
Apprenticeship training programs provide thorough instruction and experience, both on and off the job, in the practical and theoretical aspects of work in a _______. They are based on the cooperative efforts of labor, management and government.
Cooperative training programs combine practical on-the-job experience with ________. The term is used primarily in conjunction with high school programs and college programs that incorporate part- or full-time work experiences.
Internship programs are jointly sponsored by colleges and outside organizations to offer students the chance to get real-world experience while finding out how they will perform in work organizations.
skilled trade
formal classes
Off-the-job employee training methods are those that are conducted away from the workplace. They encompass:
- (1) _______ training methods,
- (2) _______ instruction methods (self-directed learning),
- (3) ______ methods,
- 4) _______ methods,
- (5) ________
- (6) _______ _______ systems.
- classroom
- programmed
- audiovisual
- simulation
- e-learning
- learning management
On-the-job management development can take place in a variety of settings. Several commonly used effective methods are:
- (a) ________—involves a flow of instructions, comments and suggestions from the manager to the employee
- (b) _______—grooms an individual to take over the manager’s job through experience in handling the functions of the job.
- (c) Job _______—provides broadened knowledge and understanding required to manage
- (d) ________ transfer—involves horizontal movements along with upward movement in the organization
- (e) ______ projects and junior _______—provide opportunities for individuals to become involved in organizational planning and decision-making activities
- (f) ________ learning—gives trainees time to work full time on projects with others in the organization and then discuss with the others the aspects of the projects that went right and wrong
- (g) _______ staff meetings—enable participants to become more familiar with broader problems facing the unit or work group
- (h) Planned career ________—utilize all of the foregoing methods to provide employees with the training and development necessary to progress within the organization.
- Coaching
- Understudy
- rotation
- Lateral
- Special / boards
- Action
- Managerial
- progressions
there are four basic criteria available to evaluate training:
(1) the _______ of the participants;
(2) the measure of _______ that has taken place;
(3) the _______ of the trainees in applying the learning to their jobs, in short, the degree to which the transfer of training has occurred; and
(4) measuring the ______ of the training through the use of some results-based criteria and benchmarking methods.
- reactions
- learning
- behavior
- results
_______ is the first step in the formal process of familiarizing new employees with the organization, their job and work unit. It is the beginning of the training process and focuses on getting new human resources on the path to a good start. It also should be geared toward helping new employees to become socialized to an organization.
Orientation
A well-integrated orientation program requires cooperation between line and HR staff. The human resources department typically is responsible for coordinating orientation activities and for providing new employees with information about conditions of employment, pay, benefits and other areas not directly under a supervisor’s direction. The most important role, however, is that of the _______ who has the responsibility to communicate to new employees the specific job information they need and to introduce them to the job and their fellow workers.
supervisor
Some of the areas that have been the subject of special training programs by organizations are basic _____ training, team training/cross-training, ______ training and ______ training.
skills
ethics
diversity
A career development program should be viewed as a ______ process that matches the needs of the organization with the needs of employees. Managers should encourage employees to take responsibility for their own careers; however, managers should offer ongoing _______ on individual performance, supply access to self-assessment tools and training while making available information about the organization and possible ________ opportunities
dynamic
feedback
career path
A _______ is a change of assignment to a job at a higher level in an organization. The new job normally provides an increase in pay and status and demands more skills or carries more responsibility.
A _______ is the placement of an employee in another job for which the duties, responsibilities, status and remuneration are approximately _____ to those of the previous job.
__________ consist of the services provided to an employee who is transferred to a new area. They might include help in moving or selling a house, in orienting an employee to a new culture and/or learning a new language. Outplacement services are provided by an organization to help terminated employees to nd a job with another rm or organization.
promotion
transfer / equal
Relocation services
Career paths are the lines of advancement in an occupational field for individuals within an organization. Individuals typically move along established lines of job progression from lower and middle levels to upper-level jobs along career paths. A word of caution is appropriate here since successful career paths often do not proceed in a ________ manner. Many successful individuals readily admit that their career paths are idiosyncratic to their circumstances.
lockstep
