Ch 7: Training and Development Flashcards
What is the role of training
To nurture, strengthen and expand capabilities of firm
Backbone of strategic management
Define training
Short-term performance concerns, narrowly focused
Define development
Broadening individual’s skill for future responsibilities
Why you shouldn’t do what other firms are doing for training
Waste of money
Could be misdirected, poorly designed & inadequately evaluated
Not all strategic initiatives can be accomplished with training
Not all training programs will be a strategic imperative for your firm no matter how widely used
How to tell training is needed
Employee consistently fails to achieve productivity objectives
Organization receive too many customer complaints
What is the strategic model of training
-Needs assessment
-Design
-Implementation
-Evaluation
Name some common types of training
Orientation training for new hires
Basic on-the-job training for new hires
Managerial training
Sales training
Executive training
Information technology (IT)/computer training
Customer service training
Compliance (regulations) training
Ethics training
Diversity training
Name some common types of training
Orientation training for new hires
Basic on-the-job training for new hires
Managerial training
Sales training
Executive training
Information technology (IT)/computer training
Customer service training
Compliance (regulations) training
Ethics training
Diversity training
Rapid needs assessment
Organizational scanning
Play “give and take”
Check “lost and found”
Use plain talk
Use internet
Rapid prototyping
Seek out exemplars
3 parts of needs assessment
Organizational analysis
Task analysis
Person analysis
Define organizational analysis
An examination of the environment, strategies & resources the firm faces to determine what training it should emphasize
Ways to conduct training
Use IT to cut training budget
Outsource training programs to external firms
Purchase “off-the-shelf” course material developed by training companies
4 traits of a training program
Training’s instructional objectives
Readiness of trainees + their motivation
Principles of learning
Characteristics of instructors
What are instructional objectives
Formally state desired outcomes of training
Describes skills + knowledge to be acquired and/or attributes to be changed
Performance centred
Principles of learning
-Goal setting
-Meaningfulness of presentation
-Modelling
-Individual learning differences
-Active practice and repetition
-Experimental learning
-Whole vs. part learning
-Massed, distributed and continuous learning
-Feedback and reinforcement
What is experimental learning
Process of learning by experience of “doing”
Engage in activity, reflect on it, critically analyze it, potentially improving it, then applying it in new situations/settings
What is the principle of distributed learning
Spacing out training will result in faster learning + longer retention
What is a plateau
Straight horizontal line on learning curve that occurs when there’s no progress
What is behaviour modification
Technique that operates on principle that behaviour is rewarded or positively reinforced, will be exhibited more frequently
Opposite happens for penalization
Characteristics of a good trainer
-Shows more effort or demonstrates more instructional preparation
-Their knowledge on subject, enthusiasm, sincerity, interest in trainees, sense of humour ability to communicate clearly, willingness to provide individual assistance to trainees
Steps for a proper OJT
Prepare
Reassure
Orient
Perform
Evaluate
Reinforce + review
Name some training methods
-OJT
-Blended learning
-Apprentice training
-Special assignment
-Coop, internship. gov training
-Simulations
-E-learning
-Behaviour modelling
-Role-playing
-Coaching
-Case studies
-Seminars & conferences
-Classroom instruction
What is learning management system (LMS)
Online system that provides a variety of assessment, communication, teaching, and learning opportunities
What does MOOC stand for
Massive online open course
4 basic components of behaviour modelling
-Learning points
-Modelling
-practice
-Feedback & reinforce
Guidelines for making case study
Decide which goals can be best achieved by using studies
Identify available cases that might work/write your own
Set up activity: Including case material, place, schedule
Give all participants change to take aprt in discussions and activities and try to keep groups small
Bridge gap between theories presented in case studies and how they can be put into practice
4 basic criteria to evaluate training
Reactions
Learning
Behaviour
Results
What is “Reality Check”
-A classic four-level evaluation used by Conexus (largest credit union in Saskatchewan)
Reaction
Comprehensive review
Employee performance competencies
Results
What is relapse prevention (RP)
Teaches individuals how to anticipate + cope with inevitable setbacks they encounter on job
ROI formula
ROI = benefits of training / training costs
What does ROI > 1 mean
Benefits exceed cost
What is benchmarking
Process of measuring one’s own services and practices against recognized leaders in order to identify areas for improvement
What is orientation
Formal process of familiarizing new employees with organization, their jobs, and their work units
What is onboarding
Process of systematically socializing new employees to help them get “on board” with organization
