Chapter 10 Flashcards
organization expectations vs employee expectations
A mutually beneficial relationship exists between an organization and an employee. The organization meets the expectations of an employee by providing opportunities for learning, development, involvement, rewards, and recognition while the employee meets the need of the organization by learning, improving job performance, and adapting to change to help meet the goals and mission.
Training
acquisition of knowledge and skills to aid in current job performance
Development
focuses on an individual’s life-long learning and de deeper growth toward a richer life
Organizational Development (OD)
is the function focused on improving the performance of these systems and subsystems.
The OD person diagnoses current conditions and through interventions addresses the gap between desired expectations and the current reality.
other activities include leading change efforts team building, coaching, life/work integration, organization design, diversity education, new employee orientation, leadership development, supervisory development, and conflict resolution.
Purpose and importance of training and development
- job performance improves
- Self-development leads to improved work attitudes
- Training and development attract new talent
- Training reduces turnover and saves money
- training and development contribute to the realization of organizational goals.
Training and Development process: organizational analysis
examines long-range and short-range objectives for human resource needs; review efficiency indexes; and determines the organizational climate by studying patterns of absenteeism, turnover, grievances, accident rates, and general attitudes of employees.
Training and Development process: Jobs/Task Analysis
identifies which skills at which competency level are necessary to perform each job.
Training and Development process: individual analyses
KSA knowledge skills and ability to perform a job.
On-the-job training OTJ - types of training program
most common method of training and developing employees where the person learns a job by doing it. hands-on experience.
- Supervisory assistance
- informal training
- job rotation or cross-training
- apprenticeships
- internships
- coaching
- mentoring
- supervisory and management development programs
- leadership development programs
- Formal education programs
- orientation programs or onboarding
- Professional development programs
Delivery Methods: instructor or facilitator-led
classes continue to be most popular method of deliver for training and development needs.
Delivery Methods: E-Learning
use of electronic technology based media for the delivery of educational materials for the purpose of learning.
Delivery Methods: Simulated Training
a method in which participants are presented with equipment or situations that are similar to those of real job conditions
- Case studies
- Role Playing
- Behavior modeling
- Computer and board games
Delivery Methods: in basket exercises
solitary activity where an employee is asked to prioritize and then handle a number of items such as email, messages, memorandum, reports, telephone messages.
Delivery Methods: experiential learning
when a person gains experience by looking back and assessing whether that course of action was the best.
Learning principles, theories, and techniques
- learning styles are visual, auditory, and kinesthetic
- learning skills are cognitive(using the mind) , psychomotor(using the body like arms, legs,torso) , and affective(involve feelings, emotions, relationship skills)
