Chapter 7 Flashcards
Lifelong Learning
A formal commitment to ensuring that employees have and develop the skill they need to be effective in their jobs today and in the future
Training evaluation
Systematically collecting the information necessary to make effective decisions about adopting, improving, valuing, and continuing an instructional activity or set of activities
Training Transfer
Effectively using what is learned in training back on the job
Self-Management Strategies
Efforts to control one’s motivation, emotions, and decision-making to enhance the application of learned capabilities to the job
Training Gamification
Applying gaming designs and concepts to training to make it more engaging for the learner and increase learning and performance outcomes
Training
Formal and informal activities to improve competencies relevant to an employee’s or a work-group’s current job
Learning Objective
Identifies desired learning outcomes
Variable Socialization
Employees do not know when to expect to pass a different status level, and the timeline may be different across employees
Individual Socialization
Newcomers are socialized individually as an apprenticeship
Orientation
Training activities to help new hires fit in as organizational members
Disjunctive Socialization
Newcomers are left alone to develop their own interpretations of the organization and situations they observe
Development
Focuses on developing competencies that an employee or workgroup is expected to need in the future
Divestiture Socialization
Tries to deny and strip away certain personal characteristics
Informal Socialization
Unstructured, on-the-job socialization done by coworkers
Sensory Modality
A system that interacts with the environment through one of the basic senses
Visual
Learning by seeing
Learning Style
How people differ in how we process information when problem solving or learning
Serial Socialization
Accessible and supportive organizational members serve as role models and mentors
Sequential Socialization
The degree to which socialization follows a specific sequence of steps
Culture-Specific Cross-Cultural Training
Training that helps learners identify the most effective ways of working with people from a particular culture or country
General Cross-Cultural Training
Training that helps learners better manage the uncertainty of working with globally diverse people
Needs Assessment
The first step in establishing a training or development program; identification of what should be accomplished. It creates the foundation for effective training. The scope can be organizational, task, or person.
Motivation to Transfer
The intention and the willingness to transfer any knowledge acquired in a training or development activity back to the work context
On-The-Job
A training method in which an individual learns while performing responsibilities of the job; relies on both verbal and written instructions, observations, imitation, and practice
Behavior
Level 3 of Kirkpatrick’s training evaluation model; measures the extent to which what is learned in training is used on the job
Implementation
The fourth step in establishing a training or development program; sessions are scheduled, participants invited, instructors scheduled, materials prepared and delivered, and training conducted
Classroom
A training method where training is conducted face-to-face with a trainer who is instructing an individual or a group of learners
Design
The third step in establishing a training or development program; the training program developer, content, learning methods, materials, setting, and instructors are identified
Investiture Socialization
Builds newcomers’ self confidence and reflects senior employees’ valuing of newcomers’ knowledge and personal characteristics
Auditory
Learning by hearing
Evaluation
The last step in establishing a training or development program; the sytematic collection of information necessary to make effective decisions about adopting, improving, valuing, and continuing an instructional activity or set of activities; measuring whether, or to what degree, training objectives were met
Tactile
Learning by touching
Kinesthetic
Learning by doing
Virtual
A training method referring broadly to various online or computerized learning tools
Learning
Level 2 of Kirkpatrick’s training evaluation model; measures change in participants’ knowledge, skills, behavior, or attitude due to the training
Experiential
A training method involving role plays , action learning, and other techniques designed to give learners experience doing the desired task or behaviors, rather than just learning about them
Learning Agility
The ability to learn from the experiences and to apply that knowledge to new and different situations
Results
Level 4 of Kirkpatrick’s training evaluation model; measures the business impact of the trainees’ new knowledge and behaviors
Reaction
Level 1 of Kirkpatrick’s training evaluation model; measures how participants felt about the learning or training experience
