Chapter 3 Flashcards
refers to the process used to determine whether training is necessary.
needs assessment
involves determining the appropriateness of training given the company’s business strategy, its resources available for training, and support by managers and peers for training practices.
organizational analysis
involves determining whether performance deficiencies result from a lack of knowledge, skills, abilities, or from a motivational / work design problem —- and identifying who needs training —- and determining employee readiness for training.
person analysis
IDs the important tasks and knowledge, skills, and behaviors that need to be emphasized in training for employees to complete their tasks.
task analysis
employees, academics, managers, tech experts, trainers, customers, suppliers, etc., who are knowledgable with regard to training issues, KSAs, necessary equipment, and the conditions under which the tasks have to be performed.
Subject Matter Experts
employees who are currently performing the job.
job incumbents
face to face meetings / interviews with subject matter experts with questions related to specific needs.
focus groups
comparing information from other companies regarding their practices.
benchmarking
asking a large group of employees to help provide information for needs assessment that they are not traditionally asked to do.
croudsourcing
refers to whether the employees have the personal characteristics necessary to learn program content and apply it on the job and the work environment will facilitate learning and not interfere with performance.
readiness for training
refers to employee KSAs
person characteristics
relates to the instructions that tell employees what, how, when, to perform.
input
refers to the jobs performance standards.
outputs
refers to type of incentives that employees receive for performing well.
consequences
refers to the information that employees receive while they are performing.
feedback
