Ch. 7 Employee Training and Development

Question 1

Define: Employee training

Answer 1

A planned effort by an organization to facilitate the learning, retention, and transfer of job‑related behavior

Question 2

Specific areas of employee training:

Answer 2

New employee orientation
Retraining and continuing education
Retirement planning
Career development 
International business
Team training

Question 3

Fundamental Issues in Employment Training

Answer 3

An understanding of learning theories is fundamental in the design of employee training programs
Adult learning theory was developed out of a need for a specific theory of how adults learn
It is based on several assumptions

Question 4

Several assumptions related to fundamental issues in employment training

Answer 4

Adults have the need to know why they are learning something.
Adults have a need to be self-directed.
Adults bring more work-related experiences into the learning situation.
Adults enter into a learning experience with a problem-centered approach to learning.
Adults are motivated to learn by both extrinsic and intrinsic motivators.

Question 5

Implications of Adult Learning Theory for Training

Answer 5

Self-concept
Experience
Readiness
Time Perspective
Orientation to Learning

Question 6

Implications of Adult Learning Theory for Training: Self-Concept

Answer 6

Mutual planning and collaboration in instruction

Question 7

Implications of Adult Learning Theory for Training: Experience

Answer 7

Use learner experience as basis for examples and applications

Question 8

Implications of Adult Learning Theory for Training: Readiness

Answer 8

Develop instruction based on learner’s interests and competencies

Question 9

Implications of Adult Learning Theory for Training: Time Perspective

Answer 9

Immediate application of content

Question 10

Implications of Adult Learning Theory for Training: Orientation to Learning

Answer 10

Problem-centered instead of subject-centered

Question 11

Fundamental Issues in Employment Training

Answer 11

Transfer of training, how learning translates into use of newly learned behaviors on the job
Trainee readiness, characteristics of the trainees
How training programs are structured and conducted

Question 12

Successful Training Programs include

Answer 12

Assessment of needs
Establish Objectives
Develop Test Materials
Implement Program
Evaluate Program

Question 13

Assessment of Needs involves:

Answer 13

Organizational analysis
Task analysis
Person analysis
Demographic analysis

Question 14

What does organizational analysis look at?

Answer 14

Organization’s goals, resources, and the climate for training

Question 15

What does task analysis look at?

Answer 15

Specific knowledge, skills, and abilities that a job requires;

Question 16

What does person analysis look at?

Answer 16

Capabilities and deficiencies of the workers themselves

Question 17

Are objectives for trainees or trainers?

Answer 17

Objectives for trainees: Not objectives for trainers

Question 18

Three components of training objectives:

Answer 18

Performance – What is trainee expected to do
Conditions – What conditions (facilitators and inhibitors) is the trainee expected to carry out performance?
Criterion – What is the level of acceptable performance?

Question 19

Two Types of Training Methods:

Answer 19

On-site vs. Off-site

Question 20

What are some on-site training methods?

Answer 20

On-the-job-training (OJT)
Apprenticeship
Vestibule
Job rotation

Question 21

What are some off-site training methods?

Answer 21

Seminars (lecture)
Audiovisual 
Behavioral modeling
Simulation
Programmed instruction (self paced)
Computer Assisted Instruction (CAI)

Question 22

What are some Special management training’s?

Answer 22

Problem-solving case study
Role playing
Management games
Conference
Action learning (learning by doing)
Mentoring (role model) vs. coaching

Question 23

Key factors to consider to implement program?

Answer 23

Trainee readiness
Trainee expectation
Climate for training
Manager support

Question 24

The first step in evaluation

Answer 24

Determine criteria of training effectiveness

Question 25

Four types of criteria typically used to evaluate the program

Answer 25

Reaction criteria
Learning criteria
Behavioral criteria
Results criteria

Question 26

Social Learning Theory

Answer 26

Learning theory that emphasizes the observational learning of behaviors

Question 27

Cognitive Theories of Learning

Answer 27

Learning theories that emphasize that humans are information processors

Question 28

Transfer of Training

Answer 28

Concept dealing with whether training is actually applied in the work setting

Question 29

Trainee Readiness

Answer 29

The individual’s potential for successful training

Question 30

Reaction Criteria

Answer 30

Measures of the impression of trainees, including their assessments of the program’s value, the amount of learning they received, and their enjoyment of the program

Question 31

Learning Criteria

Answer 31

Measures of the amount of learning that has taken place

Question 32

Behavioral Criteria

Answer 32

Measures of the amount of newly learned skills displayed once the trainee has returned to the job

Question 33

Results Criteria

Answer 33

Measures the outcomes that are important to the organizations, such as increased trainee work output as expressed by production rates, dollar sales figures, or quality of work.

Question 34

Solomon Four-group Design

Answer 34

A method of program evaluation using two treatment groups and two control groups; One treatment group and one control group are pretest-posttest design and the other two are posttest-only design

Question 35

Nonequivalent control group design

Answer 35

Typically used when it is impossible to assign trainees randomly to experimental and control groups