Chapter 7 Flashcards
Training Employees
Organization Level
Concerned with the objectives of the organization and how they are addressed by the performance of employees.
Job Level
Concerned with the nature of tasks involved in each job.
Person Level
Concerned with how well job applicants or present employees are able to do job tasks.
Transfer of Training
When organizational training is conducted with the expectation that employees will apply what they have learned on the job.
Feedback
Component of learning to see how the new employee is doing on the job.
General Principles
Training should teach why something is done as well as how it should be done.
Identical Elements
The responses in the training situation are identical to those in the job situation.
Overlearning
Giving the trainee practice beyond that necessary to reach a criterion for success in training.
Automaticity
A task can be done smoothly without the person having to mentally monitor or pay attention to how he or she is performing.
Part Training
Breaking a task into components, which are learned one at a time.
Whole Training
When the entire task is taught at one time rather than breaking it into individual components.
Massed Training
Training sessions are long in duration and take place over a relatively short period of time.
Spaced Training
Training sessions are relatively short and are spread out over time.
Audiovisual Instruction
The electronic presentation of materials using an audiotape, videotape, DVD, or computer.
Autoinstruction
Any training method that is self-paced and does not use an instructor.
Programmed Instruction
Divides the material to be covered into a series of individual chunks or frames.
Conference
Meeting of trainees and a trainer to discuss the material in question.
Lecture
Presentation by a trainer to a group of trainees.
Modeling
Having trainees watch someone perform a task and then model what they have seen.
On-The-Job Training
Any method used to show employees how to do the job while they are doing it.
Apprenticeship
Employee who can serve as an assistant to the trainer.
Role Play
Type of simulation in which the trainee pretends to be doing a task.
Simulation
Technique in which specialized equipment or materials are used to portray a task situation.
E-Learning
The use of electronic tools to provide training, and several of the training methods discussed here can be done electronically.
Blended Learning
Various methods for which a trainee can learn the job from.
Mentoring
Work relationship between two employees where the more experienced offers advice/coaching, counseling, and friendship and serves as a role model.
Executive Coaching
Means of helping even well-performing managers enhance their management skills.
Training Level Criteria
Concerned with what people are able to do at the end of training in the training environment itself rather than on the job.
Performance Level Criteria
Concerned with the person’s performance on the job rather than in the training setting.
Four types of Classifying Training Criteria
- Reactions
- Learning
- Behavior
- Results
Reactions Criteria
How much each trainee liked the training and how much the trainee believed he or she got out of it.
Learning Criteria
What the person learned in training, or what the trainee is able to demonstrate behaviorally in terms of knowledge.
Behavior Criteria
Trainee’s behaviors on the job that might have been due to training.
Results Criteria
Whether the training had its intended effect.
Design
Structure of a study that specifies how data are collected, whether it is a study of training or some other phenomenon.
Pretest-Posttest Design
Intended to provide the information about how much the trainees gained from the training.
Control Group Design
Compares employees who have received training to equivalent employees who have not been trained.
