Ch 7

Question 1

Training and Development

Answer 1

• Training tends to be more narrowly focused and
  oriented toward short-term performance concerns
• Development tends to be oriented more toward
  broadening an individual’s skills for future responsibilities

Question 2

Examples of training:

Answer 2

• Regular training given to new hires
  – Customer service and communication skills training
  – Compliance training—training employees must receive as a
  result of various legal mandates, such as employment equity
  or occupational health and safety requirements

Question 3

Chief Learning Officer

Answer 3

a high-ranking manager
directly responsible for fostering employee learning and development within the firm

Question 4

Strategy phases for training

Answer 4

(1) a needs assessment based on the firm’s competitive objectives: What training does the firm really need?

(2) program design: given those needs, how should the training program be designed or structured?

(3) implementation: how should the program be delivered—that is, by what method?

(4) evaluation: how can the firm tell if the training program is really working?

Question 5

Phase 1: Needs Assessment

Answer 5

• organizational analysis
• task analysis
• person analysis

Question 6

Organization analysis

Answer 6

examination of the environment, strategies, and resources of the organization to determine where training emphasis should be placed (e.g., quality of goods or services, turnover, number of accidents, diversity and inclusion)

Question 7

Task analysis

Answer 7

the process of determining what the content of a training program should be on the basis of a study of the tasks and duties involved in the job
- Competency assessment: analysis of the sets of skills and knowledge needed for decision-oriented and knowledge-intensive jobs

Question 8

Person analysis

Answer 8

determination of the specific individuals who need training

Question 9

Phase 2: Designing the Training Program

Answer 9

• Developing instructional objectives
• Assessing the readiness and motivation of trainees
• Incorporating the principles of learning (variety and experiential learning)

Question 10

Phase 2 - principle of distributed learning

Answer 10

spacing out the training will result in faster learning and longer retention

Question 11

Phase 2 - Behaviour modification

Answer 11

a technique that operates on the principle that behaviour that is rewarded, or positively reinforced, will be exhibited more frequently in the future, whereas behaviour that is penalized or unrewarded will decrease in frequency

Question 12

Phase 2 - spot rewards

Answer 12

programs that award employees on the spot when they do something particularly well during training or on the job

Question 13

Phase 2 - Characteristics of instructors

Answer 13

a good trainer shows: effort, instructional preparation, knowledge of the subject, enthusiasm and sincerity, interest in trainees, willingness to provide individual assistance to trainees

Question 14

Phase 3: Implementing the Training Program - Online vs On the job training

Answer 14

• online, lecture, classroom if the material is mostly factual or designed to create a shift in employee attitudes
• on-the job training if training involves a large behavioural or skill component

Question 15

On-the-job training

Answer 15

a method by which employees are given hands-on experience with instructions from their supervisor or other trainer

Question 16

Apprenticeship training

Answer 16

a system of training in which a worker entering the skilled trades is given thorough instruction and experience, both on and off the job, in the practical and theoretical aspects of the work

Question 17

Special assignments

Answer 17

assigning trainees to different jobs in different areas of a firm, often in different regions and countries; job rotation and lateral transfers also provide trainees with a variety of hands-on work experiences

Question 18

Cooperative training

Answer 18

a training program that combines practical on-the-job experience with formal educational classes

Question 19

Simulations

Answer 19

used when it is impractical or unwise to train employees on the actual equipment used on the job

Question 20

E-Learning

Answer 20

learning that takes place via electronic media

Question 21

Learning management system (LMS)

Answer 21

online system that provides a variety of assessment, communication, teaching, and learning opportunities

Question 22

Just-in-time training

Answer 22

training delivered to trainees when and where they need it to do their jobs, usually via computer or the Internet

Question 23

Behaviour modelling

Answer 23

an approach that demonstrates desired behaviour and gives trainees the chance to practise and role-play those behaviours and receive feedback

Question 24

Other training methods

Answer 24

coaching, case studies, blended learning, classroom instruction, seminars

Question 25

Phase 4: Evaluating Training Program - Criteria

Answer 25

1. Reactions
2. Learning
3. Behaviour
4. Results

Question 26

Criterion 1

Answer 26

Reactions - whether they enjoyed the training, what content and techniques they found most useful, critique of the instructors, suggestions for how to improve it

Question 27

Criterion 2

Answer 27

Learning - testing the knowledge and skills of trainees before and after a training program

Question 28

Criterion 3

Answer 28

Behaviour - transfer of training (i.e., the effective application of principles learned to what is required on the job)

Question 29

Criterion 4

Answer 29

revenue, productivity, quality, customer satisfaction, employee turnover

Question 30

Additional Training and Development Programs

Answer 30

• orientation and onoarding
• basic skills training
• ethics training
• diversity and inclusion training