Chapter 7: Training and Development

Question 1

training

Answer 1

a company’s planned efforts to help employees gain job–related KSAs so they can apply them to the job

Question 2

what are the benefits of training?

Answer 2

more efficiency and productivity
keep up with the rapidly changing environment
employee interest, retention, and motivation

Question 3

what are some costs associated with training?

Answer 3

Trainer’s salary
Trainee’s salary or wage
Materials and supplies for training
Development costs
Consultant’s or contractor’s service fees
Travel and living expense for trainer and trainees
Transportation
Equipment costs: Audiovisual and computer
Support costs: Hours spent by clerical staff and managers
Postage, misc
Lost production (opportunity costs).

Question 4

training vs development: training

Answer 4

Teaching specific KSAs or addressing deficiencies. Essential to functioning safely and effectively
Save $$$ (short run)
Current job.

Question 5

training vs development: development

Answer 5

Helping employees prepare for the future
Can look similar to training, but perspective is long term
Can save $$$ (long run)
Future jobs.

Development = using formal education, job experience, relationships, and assessment to help employees become more competitive for future jobs.

Question 6

phases of training

Answer 6

1) needs assessment (organization, task, and person analysis)
2) design (objectives, trainee readiness and motivation, principles of learning)
3) implementation (methods and learning outcomes)
4) evaluation (reactions, learning behaviors, results)

Question 7

stage 1: needs assessment

Answer 7

Needs assessment: Identify problems/needs that the training program will address.

Organizational analysis (i.e., the context of the training)

Organization’s needs, goals and strategy

E.g., is the company growing? Downsizing? Selling a new product/service?

Resources available for training

Time, money, people

Level of support for training