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PHR Exam > Chapter 5 (Human Resource Development) > Flashcards

Chapter 5 (Human Resource Development) Flashcards

1
Q

How does the Copyright Act of 1976 protect works that are in the public domain?

A

Copyrights protect original works for the life of the author plus 70 years; after that the works may be used without permission. Works-for hire are protected for the shorter of 95 years from the first year of publication or 120 years from the year of creation

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2
Q

What is a patent?

A

Allows inventors exclusive rights to the benefits of an invention for a defined period of time

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3
Q

What are the three types of patents?

A

Design (protect new, original, and ornamental designs of matured items - limited to 14 years)
Utility (protect the invention of new and useful processes, machines, manufacture or composition of matter, and new and useful improvements to the same - limited to 20 years)
Plant (protect the invention or discovery of a sexually reproduced varieties of plants - 20 years)

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4
Q

What is organization development?

A

A systematic method of examining an organizations technology, processes, strutter, and human resource, and developing at ion strategies to improve the way it achieves desired business results

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5
Q

What are the four categories of OD intervention identified by Thomas Cummings and Christopher Worley?

A

Strategic, Techno-Structural, Human Process, Human Resource Management

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6
Q

What are examples of strategic OD interventions?

A

Change management, knowledge management, learning organizations

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7
Q

What are the three stages for change developed by Kurt Lewin in his early model of change process theory?

A

Unfreezing, Moving, Refreezing

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8
Q

Why do changes fail most often?

A

Because the people who are executed to implement them aren’t prepared to do so.

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9
Q

What are steps an organization can take to ensure the success of change initiatives?

A

Prepare for Change, Communicate, Develop a Plan, Have an Executive Sponsor, Motivate Direct Supervisors, Recruit Unofficial Leaders, Implement, Evaluate

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10
Q

What is knowledge management?

A

The process of attempting to retain employees with the right skills, encompasses activities related to the creation, retention and distribution of organizational knowledge

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11
Q

What is an expert register?

A

A directory that collects the names and areas of expertise of employees and is made available to all employees.

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12
Q

What are best-practice standards?

A

Those that have been used in an organization by one group of employees to achieve particular results and are codified for distribution to other employees in similar jobs or groups throughout the organization with the idea that the results will be duplicated.

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13
Q

What is an after-action evaluation?

A

A review conducted at the end of a project or other group endeavor

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14
Q

What is a community of practice (CoP)?

A

An informal means of learning what works well in environments characterized by open communication and trust.

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15
Q

What is a knowledge management system (KMS)?

A

A system to support and collect the creation, capture, storage, and dissemination of organizational knowledge and information.

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16
Q

What is a learning organization?

A

An innovative environment in which knowledge is originated, obtained, and freely shared in response to environmental changes that affect the ability of the organization to compete

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17
Q

What are five disciplines that enable organizations to increase their ability to realize desired results, cultivate new ways of thinking, expand on individual ideas and encourage continuous lifelong learning in an organization?

A
  • Systems Thinking
  • Personal Mastery
  • Mental Models
  • Building a Shared Vision
  • Team Learning
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18
Q

What is systems thinking?

A

Describes the ability of individuals and organizations to recognize patterns and project how changes will impact them

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19
Q

What is personal mastery?

A

Describes a high level of expertise in an individual’s chosen field and a commitment to lifelong learning

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20
Q

What are mental models?

A

Refer to the deep-seated beliefs that color perceptions can affect how individuals see the world around them and react to it

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21
Q

What is a shared vision?

A

Encourages the organization to plan for a future that inspires commitment on the part of all individiuals in the organization

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22
Q

What is team learning?

A

Refers to the ability of a team to share and build on their ideas without holding anything back

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23
Q

What does the techno-structural interventions of OD address?

A

Issues of how work gets done in the organization by examining the level of employee involvement and redesigning work processes

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24
Q

Who are four leaders who have made significant contributions in the quality movement?

A

W. Edwards Deming; Joseph M. Juran; Dr. Kaoru Ishikaw; Philip B. Crosby

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25
Q

What did W. Edwards Deming contribute to the quality movement?

A

In the 1940s, proposed that quality is defined by the consumer; he developed a 14-point plan that placed the burden of quality on mangment because they’re able to control the systems in the organization

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26
Q

What did Jospeh M. Juran contribute to the quality movement?

A

Believe that quality begins with defining customer needs. Proposed that once customer needs were identified, they should be translated into the “language” of the business in order to deliver a product or service that met the needs of both customers and the business. He develop Juran Trilogy which identified 3 phases in the process: quality planning, quality control, quality improvements.

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27
Q

What did Dr. Kaoru Ishikawa contribute to the quality movement?

A

He provided a collection of analytical tools to use in the workplace and developed the cause-and-effect diagram that bears his name.

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28
Q

Examples of the tools Dr. Ishikawa consist of:

A

Check sheets, histograms, Pareto chart, Ishikawa diagram (or fishbone diagram), stratification, scatter chart, process control chart

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29
Q

What is the Pareto Chart?

A

Provides a graphical representation of the 80/20 rule; 80 percent of the problems are caused by 20 percent of the causes. Points out which areas of concern will provide the greatest return when corrected.

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30
Q

What are stratification charts?

A

Charts that show the individual components of a problem in addition to the total or summary.

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31
Q

What is a scatter chart?

A

AKA XY Chart; provides a graphical representation fro the relationship between two numbers

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32
Q

What is a process-control chart?

A

Provides a graphical representation of elements that are out of the acceptable range by setting parameters above and below the range

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33
Q

What did Philip B. Crosby contribute to the quality movement?

A

He focused on management as the key factor. He advance four absolutes of quality:

  1. Conformance to requirements
  2. Prevention
  3. Performance Standards
  4. Measurement
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34
Q

What is Six Sigma?

A

A quality philosophy developed by engineers at Motorola during the 1980’s to measure a more precise way to measure process defects. Six Sigma methodology is referred to as DMAIC: Define, Measure, Analyze, Improve and Control

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35
Q

What is a high-involvement organization (HIO)?

A

An organization where employees are involved in designing their own work process and are accountable for the results.

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36
Q

Edward Lewler identified what four elements needed to create an HIO?

A

Power, Information, Knowledge, Rewards

37
Q

What are examples of human process interventions?

A

team-building activities, conflict resolution, management by objective programs, leadership and management development, supervisory training and understanding emotional intelligence.

38
Q

What is management by objectives (MBO)?

A

An intervention that aligns individuals with organization goals and measures the successful attainment of objectives as well as the quality an/or quantity of performance?

39
Q

What is emotional intelligence (EI or EQ)?

A

Describes how people deal with their feelings and how they perceive and interact with others

40
Q

What are some commonly used development opportunities?

A

Job Design, Job Enrichment, Job Enlargement, Skills Training, Supervisory Training, Career Development, Mentoring Programs, Executive and Management Coaching

41
Q

What is job enrichment?

A

To assign new responsibilities or tasks that challenge employee to use existing skills and abilities in new ways or to develop new ones as they tackle new assignments.

42
Q

What is job enlargement?

A

When additional tasks are added to the job without increasing the level of responsibility or skill

43
Q

How does executive and management coaching differ from mentoring?

A

They focus on skills rather than the employee’s career development

44
Q

What ways are there to deliver the coaching process?

A

Internally (peer-to-peer, teams, etc); Externally (outside coaches); Virtual (email, telephone, video, webinars, discussion boards, forums)

45
Q

What is a management development program?

A

A program that seeks to upgrade skills for managers who are accountable for achieving results through others.

46
Q

What is the difference between management skills and leadership skills?

A

Managers must keep people on track, leaders must inspire; while managers must implement plans, leaders must innovate and set the direction for others to follow

47
Q

What three levels may training take place at?

A

Organizational, Task, Individual

48
Q

What is organizational level training?

A

May encompass the entire organization or a single division or department; focused on preparing for future needs.

49
Q

What is task level training?

A

Involves processes performed in a single job category

50
Q

What is individual level training?

A

Involves a review of performance by individual employees and can be indicated by poor performance reviews or requests for assistance.

51
Q

ADDIE describes the five elements of instructional design. What are they?

A 
Analysis
Design
Development
Implementation
Evaluation
52
Q

What are the steps of the design phase of training?

A
  1. Compile a task inventory
  2. Identify the target audience
  3. Develop training objectives
  4. Develop the course content
  5. Develop evaluation criteria
53
Q

What is a negatively accelerating learning curve?

A

Characterized by rapid increases in learning at the beginning that taper off as the learner becomes more familiar with the process or task

54
Q

What is positively accelerating learning curve?

A

Characterized by a slow start in learning that increases as the learner masters different aspects of the process or task

55
Q

What is an S-Shaped learning curve?

A

A combination of positive and negative learning curves. Begins with a slow learning process that accelerates over time and then slows again

56
Q

What is a plateau learning curve?

A

Begins with a rapid increase in knowledge that levels off after a period of time, and not additional progress occurs for an extended period of time

57
Q

What are passive training methods? Examples?

A

Those in which the learner listens to and absorbs information. Lecture, Presentation, Conference

58
Q

What are active training methods? Examples?

A

Those in which the learning experience focuses on the learner. Facilitation, Case Study, Simulation, Vestibule, Socratic Seminar

59
Q

What are experiential training methods? Examples?

A

Those that provide experience in real time situations. Demonstration, One-on-One, Performance

60
Q

What is facilitation?

A

A moderating learning situation led by a facilitator who leads a group to share ideas and solve problems.

61
Q

What is a case study?

A

A realistic situation that provides learners with the opportunity to analyze the circumstances as though they were encountered in the course of business

62
Q

What is simulation training?

A

An interactive training method that provides the learner with opportunities to try new skills or practice procedures in a setting that doesn’t endanger the inexperienced trainee, co-workers or the public

63
Q

What is vestibule training?

A

A form of the simulation method that allows inexperienced workers to become familiar with and gain experience using equipment that either is hazardous or requires a level of speed that can be attained only with practice.

64
Q

What are socratic seminars?

A

Based on the method of instruction used by the Greek philosopher Socrates in which ideas are examined in a question-and-answer format

65
Q

What is computer based training?

A

An interactive training method that combines elements of the lecture, demonstration, one-on-one, and simulation methods, allowing the learner to have a real-world learning experience.

66
Q

What is distance learning?

A

Similar to lectures and allows simultaneous training to occur in geographically dispersed locations. Provides participants with the ability to communicate with presenters and participants at other levels

67
Q

What is a formative evaluation? Examples?

A

It involves testing or previewing the content prior to final delivery to identify what the participants want, know, and need. Needs Assessment, Asking People, Analyzing Jobs, Pilot Test, Pre-Test

68
Q

What is a summative evaluation?

A

Developed by Donald Kirkpatrick, he proposed four levels of evaluation for training programs: reaction, learning, behavior and results.

69
Q

What is the reaction evaluation method?

A

Measures the initial reaction of the participants

70
Q

What is the learning evaluation method?

A

Uses a test to measure whether the participants learned the information that was presented.

71
Q

What is the behavior evaluation method?

A

Measures job performance between six weeks and six months after the training

72
Q

What is the results evaluation method?

A

Provides feedback most meaningful to the business: did the training have an impact on business results.

73
Q

What elements should be included as part of an effective annual review?

A

Supervisor Assessment, Employee Self-assessment; Assessment from Others, Goal Setting, Development Goals

74
Q

What are examples of performance-appraisal methods?

A

Comparison, Rating, Narrative, Behavioral

75
Q

What are examples of comparison methods of performance appraisals?

A

Ranking, Paired comparison, Forced ranking

76
Q

What is the ranking method of performance appraisals?

A

Employees are listed in order from the highest to the lowest performer

77
Q

What is the paired comparison method of performance appraisals?

A

All employees in the group are compared to one employee at a time

78
Q

What is the forced ranking method of performance appraisals?

A

AKA Forced distribution or forced choice. Requires mangers to rank employees according to the bell curve, rating a small group of employees at the high end, a small group at the low end, and the bulk of the employees in the average rating.

79
Q

What is a critical incident review?

A

Process requires that during the review period supervisor make notes of successful and unsuccessful performance issues for each employee and present them to employees in a written narrative

80
Q

What is an essay review?

A

Requires the reviewer to write a short description of each employee’s performance during the year

81
Q

What is a field review appraisal?

A

Is conducted by someone other than the supervisor.

82
Q

What are three examples of narrative methods of appraisals?

A

Critical incident, Essay and Field review

83
Q

What is the behaviorally anchored rating scale (BARS)?

A

Method that uses the job description to create dimensions that represent the most important requirements of the job.

84
Q

What is inter-rater reliability?

A

When bias is a concern, use multiple raters to reduce the possibility of rating errors due to bias.

85
Q

What are examples of business impact measures?

A

Production measures, Return on Investment

86
Q

What are examples of tactical accountability measures?

A

Training cost per employee, Employee satisfaction surveys, learning surveys

87
Q

What are production measures?

A

Metrics that provide measures taken prior to training and several months after training takes place to determine if the program solved the business issue

88
Q

How do you calculate training cost per employee?

A

Collect all costs related to training, including design and development, materials, equipment rentals, time spend by HR staff, participant time, facilities, beverages, etc and then dividing by the number of full-time equivalent employees

PHR Exam (5 decks)

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