Chapter 6 Employee Learning and Development Flashcards
Orientation
stuff you need to know to get started in your new job
Training
learning experiences and activities that help you with your current job
Onboarding
Onboarding refers to an enhanced orientation process – goes beyond just job information and filling out forms. It also focuses socializing the employee into the culture of the organization. Complete onboarding may take a few months or even a year.
Development
learning experiences and activities that help you with a future job
Competitive Advantage
get the most out of your investment in human capital
New Psychological Contract
you can’t guarantee EEs life- time job security, but you can attract EEs by offering the ability to develop skills and abilities
Employee Branding
again, attract EEs by gaining a rep. for training your people
Global Competitiveness
foreign companies are investing heavily in their workforce; you may need to train and develop your EEs to “keep up,”
What are the top 3 top strategic goals for employee learning?
– Improving organizational performance
– Enhancing individual employee performance
–Developing organizational leaders
Successful organizations do what two things?
- Employ Continuous Learning (i.e. an expectation EEs engage in ongoing learning and share their knowledge)
- Foster a Learning Culture (i.e. an organizational commitment to ongoing learning designed to move the organization forward)
Stages of Instructional Design
- Assess needs for training
- Readiness for learning
- Plan and Design
- Implement training program
- Evaluate Results of Program
Define Needs for Assessment
process of determining what
kinds of training, if any, are necessary.
What are the three analysis’s for needs for assessment?
- Person Analysis-competency gap, whom, are employees capable of learning
- Organizational Analysis- strategy, resources, mgmt support
- Task Analysis - identify the tasks and competencies (knowledge, skills, behaviours) that need to be trained
Define Readiness for learning
A combination of employee characteristics and positive work environment is need before training can proceed
Employee readiness characteristics
–Cognitive ability.
May require literacy training
Highly motivated to learn
–Work environment
Situational constraints e.g. lack of money/time for training/tools
Social support e.g. providing positive feedback and encouragement
Define Plan and Design
Start with effective training objectives
1. What employee is expected to do; quality or level of
performance; and conditions to apply
2. Performance standards that are measurable
3. Resources needed to carry out the desired performance or outcome
Define In house and Contractors
■ In House allows the training be fully customized to the needs of your unique workplace, but it is usually very expensive.
■ Contractors can be specialized professional trainers, but they may not understand the unique needs of your organization
The 3 Different Training Methods
- Presentation Method
- Hands on Method
- Group Group Method
What are some of the principles learning?
■ Communicate learning objectives (i.e. tell people what you want them to learn)
■ Attention-getting messages (i.e. focus on key points)
■ Limit content (e.g. chunk info, be visual, repeat)
■ Guide and elaborate (e.g. relate to prior knowledge)
■ Provide memory cues (e.g. mnemonics)
■ Transfer content to workplace (e.g. action plan for new learning)
■ Provide performance feedback
Define Transfer of Learning
Knowledge, skills and behaviours for on the job use that were apart of training programs
What are the 3 things effective transfer of learning requires?
Social Support- communicates of practice. Those who work in a group together learn from one and another.
Technical Supports- like blackboard
Self-Management tools-checklists, summary cards
Define Effective Training
transfer of training of application to actual job performance.
Measurements of Effective Training
Learner Reaction – easy to do, immediate feedback example – “happiness sheets” – survey learners at the end of the course
DemonstrateLearning–relativelyeasytodo,immediatefeedbackexample – knowledge test
Behavior Change– difficult to do, delayed feedback example – monitor and track how EEs answer the phone
Business Results – very difficult to do, very delayed feedback example – improvement in company sales
Cost-Benefit Analysis – Business Results + Cost Analysis - example – ROI analysis of $ spent on training vs performance improvement
What’s the four stages of the onboarding process?
- Compliance- Understanding companies rules, policies and regulations
- Clarification- Understanding the job and performance expectations
- Culture-Understanding the companies traditions, norms, history, values and mission.
- Connection- Understanding and developing interpersonal relationships.
What are the 4 aspects of EE development?
- Assessment
- Formal Testing
- Action Plans - Formal Education
- On going professional development - Job Experiences
- Promotions
- Demotions
- Lateral Moves - Interpersonal Relationships
- Mentoring
- Coaching
What’s EE’s Responsibility in their development?
They are to:
- Self assess
- Set realistic goals
- Develop a action plan with timetable goals
- Follow through with the plan
What’s the ER’s Responsibility in EE development?
They are to:
- Provide resources
- Assessment
- Opportunities needed for development
Define a Development Plan
A document that summarizes an EE’s strengths, areas for improvement, career goals, and the next steps.
What are the steps in the Career Management Process?
- Date Gathering
- Focus on competencies need for career success. - Feedback
- Maintain confidentiality - Goal Setting
- Involve mentors, coaches and mgmt
- Specify methods for developemnt - Action Plan and Follow-up
- Involve mentors, coaches and mgmt
- Measure success and adjust from there
- Verify pace for development is realistic
Define High Potential Employees
- Outstanding Performers and have accomplishments
- They have developmental experiences
- Active involvement with senior leaders
Define Succession Planning
Identifying and grooming HPEs for future leadership positions.
