Ch 7 Flashcards
Learning
A relatively permanent change in behavior and human capabilities produced by experience and practice
Cognitive outcome
Types of learning outcome that includes declarative knowledge, or knowledge of rules, facts, or principles
Skill-based outcome
Type of learning outcome that concerns the development of motor or technical skills
Affective outcome
Type of learning outcome that includes attitudes or beliefs that expose a person to behave in a certain way
Performance
Actions or behaviors relevant to the organizations goals; measured in terms of individuals proficiency
Training needs analysis
Three-step process of organizational tasks in person analysis; a card to develop a systematic understanding of where training is needed, what needs to be taught or trained, and who will be trained
Organizational analysis
Component of training needs analysis that examines organizational goals, available resources, and the organizational environment; helps to determine where training should be directed
Task analysis
Component of training needs analysis that examines what employees must do to perform the job properly
Competencies
Sets of behaviors, usually learn through experience, that or instrumental in the accomplishment of desired organizational results or outcomes
Person analysis
Component of training needs analysis that identifies which individuals in an organization should receive training and what kind of instruction they need
Trainee readiness
Refers to whether employees have the personal characteristics necessary to acquire knowledge from a training program and apply it to the job
Performance orientation
Orientation in which individuals are concerned about doing well training being evaluated positively
Mastery orientation
Orientation in which individuals are concerned with increasing their competency for the task at hand, they view errors and mistakes as part of the learning process
Trainee motivation
Extent to which trainees are interested in attending training, learning from training, and transferring the skills and knowledge acquired in training back to the job
Expectancy frame work
Approach in which employees expectations about the relationship between how much effort they expand and how well they perform are important to their motivation and learning
Social learning theory
Cognitive theory that proposes that there are many ways to learn, including observational learning which occurs when people watch someone perform a task and then rehearse those activities mentally until they have an opportunity to try them out
Behavioral modeling
Learning approach they consists of observing actual job incumbents or videos who demonstrate positive behaviors, rehearsing the behavior using a role playing technique, receiving feedback on the rehearsal and trying out the behavior on the job
Self efficacy
Belief in ones capability to perform a specific task or reach s specific goal
Goal setting
Motivational approach in which specific, difficult goals direct attention and improve performance in training and on the job
Feedback
Knowledge of the results of one’s actions; enhances learning and performance in training and on the job
Active practice
Approach that involves actively dissipating in a training or work task rather than passively of serving someone else performing the task
Automaticity
Result that occurs when tasks can be performed with limited attention; likely to develop when learners are given extra learning opportunities after they have demonstrated mastery of the task
Fidelity
Extent to which the task trained is similar to tasks required on the job
Physical fidelity
Extent to which the training tasks mirrors the physical features of the task performed on the job
Psychological fidelity
Extent to which the training task helps trainees to develop the knowledge, skills, abilities, and other characteristics necessary to perform the job
Whole learning
Training approach in which the entire task is practiced at once
Part learning
Training approach in which subtasks our practice separately and later combined
Massed practice
Conditions in which individuals practice a task continuously and without rest
Distributed practice
Condition that provides individuals with rest intervals between practice sessions which are spaced over a longer period of time
Learning organization
Company that emphasizes continuous learning, knowledge sharing, and personal mastery
On the job training
Approach that involves assigning trainees to jobs and encouraging them to observe and learn from more experienced employees
Apprenticeship
Formal program used to teach s skilled trade
Job rotation
Approach that involves moving employees to various departments or areas of a company or to various jobs within a single department
Programmed instruction
Approach in which trainees are given construction or computer-based forms that positively reinforce them as they move through the material at their own pace
Linear programming
Programmed instruction in which all trainees proceed through the same material
Branching programming
Programmed instructions they provides a customized approach enabling each learner to practice material he or she had difficulty with when it was first presented
Simulator
Teaching tool designed to reproduce the critical characteristics of the real world in a training setting they produced learning and transfer to the job
Distance learning
Approach that allows trainees to interact and communicate with an instructor by using audio and videos links
Adaptive guidance
Instructional approach that provides trainees with information that helps them interpret their past performance and also determine what they should be studying and practicing to improve their future performance
Critical thinking skills
Skills that require active involvement in applying the principles under discussion
Transfer of training
Degree to which trainees apply the Knowledge, skills and attitudes gained in training to their jobs
Transfer of training climate
Work place characteristics that either inhibit or facilitate the transfer to the job of what has been learned in training
Horizontal transfer
Transfer across different settings or contexts at same level of organization
Training evaluation
Systematic collection of descriptive and judgmental information that can be used to make effective training decisions
Reaction criteria
Measures of trainee impressions of training program
Learning criteria
Measures that assess how much was learned in the training program
Behavioral criteria
Measure of how well the behaviors learned in training transfer to the job
results criteria
Measures of how well training can be related to organizational outcomes such as productivity gains, cost savings, error reductions, or increased customer satisfaction
Internal criteria
Measures that asses trainee reactions to and learning in the training program: generally assessed before trainees leave the training program
External criteria
Measures that assess whether changes as a result of training occur when trainees are back on the job
utility analysis
Technique that assesses the economic return on investment of human resource interventions such as staffing and training
Development
Form education, job experiences, mentoring relationships, and assessments of personalities that help employees prepare for the future
Assessment center
Collection of procedures for evaluations that is administered to groups or individuals
Coaching
Practical goal forced form of persons, one on one learning for busy employees they may be used to improve performance, enhance a career, or work through organizational issues or change initiatives
Informal training
Training experiences that occur outside of formal training programs. Can include specific job assignments, experiences and activities outside of work
Quid pro quo sexual harassment
Situation that involves direst requests for sexual favors for example, when sexual compliance is mandatory for promotions or retaining ones job.
Hostile working environment
Situation that occurs when a pattern of conduct, which is perceived as offensive and is related to sex or gender
Expatriate
Manager or professional assigned to work on a location outside of his or her home country
Culture shock
Condition typically experienced four to six months after expatriate arrive in a foreign country. Symptoms knife homesickness or irritability, or hostity toward a host
Cross culture training
Training designed to prepare individuals from one culture to interact more effectively with individuals from different cultures. The goal is to develop understanding of basic differences in values and communication styles
Training
Systematic acquisition of skills, concepts, or attitudes that result in improved performance in another environment
