Ch 8 - Onboarding and Training

Question 1

Differentiate between onboarding and training.

Answer 1

Onboarding/Orientation refers to a long-term, continuous socialization process in which employee and employer expectations or obligations are considered.

Training refers to short-term, discrete efforts in which organizations impart information and instructions to help the recipient gain the required skills or knowledge to perform the job at adequate levels.

Question 2

Explain the purpose of onboarding programs.

Answer 2

Onboarding provides new employees with basic background information (such as computer passwords and company rules) they need to do their jobs. Ideally, it should also help them start becoming emotionally attached to and engaged in the firm.

Question 3

Describe special considerations for onboarding.

Answer 3

When developing and executing onboarding programs, an organization needs to clearly identify which staff will be responsible for the orientation, consider integrating executives differently than other employees, keep the employee handbook clear since it is considered a binding legal document, and evaluate the onboarding program to identify effectiveness of the program.

Question 4

Discuss the four guidelines to help maximize the effectiveness of the training process.

Answer 4

Training is a learning process. To maximize efficiency at the start of the training:

1) trainees should be provided with an overall view of the material presented which should be organized in a logical manner,
2) the similarity between the training situation and work situation should be maximized,
3) trainees should be motivated through positive feedback and realistic scenarios, and
4) trainees expectations about the event should be provided accurately before the training begins.

Question 5

Identify the five-step training process.

Answer 5

The basic training process consists of five steps:

1) needs analysis,
2) instructional design,
3) validation,
4) implementation, and
5) evaluation.

Question 6

Discuss two techniques used for assessing training needs.

Answer 6

Two techniques for assessing training needs are

(1) task analysis to determine the training needs of employees who are new to their jobs and
(2) performance analysis to appraise the performance of current employees to determine whether training could reduce performance problems.

Question 7

Describe at least five traditional training techniques.

Answer 7

Traditional training techniques include:

on-the-job training,

apprenticeship training,

informal learning,

job instruction training,

classroom training,

audiovisual techniques,

programmed learning, and

vestibule or simulated training.

Question 8

Describe the three types of e-learning.

Answer 8

Three types of e-learning are

computer-based training,

online training, and

electronic performance support systems.

Question 9

Describe how to evaluate the training effort.

Answer 9

In evaluating the effectiveness of a training program, four categories of outcomes can be measured: reaction, learning, behaviour, and results.

Question 10

Explain several common types of training for special purposes

Answer 10

Today’s organizations often provide training for special purposes: including literacy training, diversity training, customer service training, training for teamwork, and training for first-time supervisors/managers.

Question 11

programmed learning

Answer 11

A systematic method for teaching job skills that involves presenting questions or facts, allowing the person to respond, and giving the learner immediate feedback on the accuracy of his or her answers.

Question 12

video conferencing

Answer 12

Connecting two or more distant groups by using audiovisual equipment.

Question 13

job instruction training (JIT)

Answer 13

The listing of each job’s basic tasks along with key points to provide step-by-step training for employees.

Question 14

task analysis

Answer 14

Identifying the broad competencies and specific skills required to perform job-related tasks.

Question 15

kinesthetic

Answer 15

Tactile learning through a whole-body experience.

Question 16

reality shock (cognitive dissonance)

Answer 16

The state that results from the discrepancy between what the new employee expected from his or her new job and the realities of it.

Question 17

training

Answer 17

The process of teaching employees the basic skills/competencies that they need to perform their jobs.

Question 18

controlled experimentation

Answer 18

Formal methods for testing the effectiveness of a training program, preferably with a control group and with tests before and after training.

Question 19

transfer of training

Answer 19

Application of the skills acquired during the training program into the work environment and the maintenance of these skills over time.

Question 20

visual

Answer 20

Learning through pictures and print.

Question 21

vestibule or simulated training

Answer 21

Training employees on special off-the-job equipment, as in airplane pilot training, whereby training costs and hazards can be reduced.

Question 22

auditory

Answer 22

Learning through talking and listening.

Question 23

employee onboarding (orientation) 

Answer 23

A procedure for providing new employees with basic background information about the firm and the job.

Question 24

socialization

Answer 24

The ongoing process of instilling in all employees the prevailing attitudes, standards, values, and patterns of behaviour that are expected by the organization.

Question 25

negligent training

Answer 25

Occurs when an employer fails to adequately train an employee who subsequently harms a third party.

Question 26

electronic performance support systems (EPSS) 

Answer 26

Computer-based job aids or sets of computerized tools and displays that automate training, documentation, and phone support.