Ch 5 - Orientation, Training and Development Flashcards
Define orientation
Familiarizing new employees with the organization their jobs, their work unit and embedding the values, beliefs, and accepted behaviours of the workplace
It is a type of training
Define training
Ensuring the acquisition of skills, behaviours and abilities to perform current work
Define development
Ensuring the acquisition of skills, behaviours and abilities to perform future work, or solve a problem
What is the process of orientation, training, and development?
- Assess needs 2. Design the program 3. Implement the program 4. Evaluate the program
Briefly describe the 3 levels of analysis to consider when assessing needs
- Organizational Level : What is happening with the environment & strategy? (Merging, aquisitions, technology changes… etc) (Helps determine whether training is required, and content)
- Task Level: What does the task require? KSAs? (Helps determine content)
- Employee Level: Who should be offered training? (Helps determine participants)
What are the 4 issues to consider when desining a training program?
- Trainee readiness and motivation
- Principles of learning
- Characteristics of trainers
- Instructional objectives
What are the principles of learning when designing a training program?
- Goal setting
- Individual differences
- Active practice and repetition
- Whole vs Part learning
- Massed vs distributed learning
- Feedback and reinforcement
- Meaningful presentation
- Modelling
What are some of the mehods that can be used when implementing the program?
- On-the-job Training: hands on experience, training provided by manager or trainer that is trained to train
- Apprenticeship Training:
- Coop training/Internship: Combination of practical on the job experience and formal education
- Classroom instruction: 1 trainer to multiple trainees (lectures, demonstrations, etc)
- Self-directed learning: workers learn at their own pace w/ books, manuals, etc
- Audio-Visual: thru media –> teleconferences, videos, conferences, etc
- Simulation: instruction by providing realistic instruments and equipments
- E-learning: flexible, cheap, popular. Using online media: web, computer based training
- Seminars / Conferences: involving groups of people with similar needs
- Case studies: Using documentated examples, help analyse and improve decision making skills
- Management games: Use hypothetical situations to improve communication, decision-making skills, etc.
- Role-Playing: asking learners to assume the roles and behaviours of others
How do you evaluate the program once implemented?
4 Methods
- Gather trainee reactions, how the participants liked the training
- Assess extent of learning: Test knowledge and skills after the training to compare with before
- Assess behaviour change: do the participants apply what they have learned?
- Measure results (ROI): Calculate ratio cost (salary of trainer, materials, etc.) vs. benefits (+ quality, productivity, - rejects/wasted material, etc.) –> shows value of the training
What are the benefits (Why) of orientation and how can it be used? (4 ways)
Benefits:
+ productivity
+ employee morale
+ learning
- Turnover
- Recruitment/training costs
- New employee anxiety
Process:
- Continuous : for all, “re-orientation” as org. changes
- Cooperative: involves HR, supervisor, employees
- Planned : predetermined goals, topics, methods
- Systematic : follow-up and evaluation
What is career development and what are the 3 favourable conditions for it?
Carreer development: programs that are dynamic processes which seek to help employees plan their careers and meet their career goals, as well as meeting organizational goals
Favourable conditions:
- Set & Known goals for the employee and the organization
- Support from top management
- HR practices that facilitate employee development (job rotation, transfers, promotions, etc)
Practice Question: A needs assessment that examines the environment and strategy of the company to see where training emphasis ought to occur involves a(n):.
A) organization analysis
B) individual analysis
C) task analysis
D) job analysis
A) Organization analysis
Practice Question: Common drawbacks to on-the-job training include all of the following EXCEPT:
A) lack of a well structured training environment
B) lower motivation of trainees
C) the absence of well-defined job performance criteria
D) poor training skills of supervisors
B) Lower motivation of trainees
Practice Question: Which method of training helps managers learn how to analyze and synthesize facts and generally improve their decision making skills?:
A) role playing
B) self-directed learning
C) case studies
D) job rotation
C) Case Studies
