chapter 8

Question 1

what can training do?

Answer 1

• be effective
• lead to higher net sales
• lead to higher gross profitability
• increase employee value to the organization
• can be used to attract and retain top employees

Question 2

training process steps

Answer 2

1. training needs assessment
2. consider characteristics of trainees + context
3. choose + administer training method
4. training evaluation

Question 3

training needs assessment definition

Answer 3

process by which an org identifies the key factors in the org that will support the training program, what needs to be trained, and who needs the training

Question 4

training needs assessment steps

Answer 4

1. organization analysis
2. job analysis
3. person analysis
4. demographic analysis

Question 5

organizational analysis definition

Answer 5

identifying org issues that can help/hinder the effectiveness of a training program & where training should be directed

Question 6

organization analysis helps with

Answer 6

• why they need the program
• which employees will be trained
• how much resources will be put towards training
• culture of organization + legal climate
  eg. leadership training

Question 7

job analysis definition

Answer 7

looks at what tasks employees do, what KSAOs they need training on, what critical incidents they deal with

Question 8

person analysis definition

Answer 8

identifying skills etc of current employees and what they can do ie. what KSAOs they have
eg. from performance ratings data

Question 9

demographic analysis definition

Answer 9

looking at background and experience of the employees. are they motivated and ready to learn?
eg. education level, age

Question 10

individual differences definition

Answer 10

differences in people that can affect how well a training program works or that can affect which training program will work for which people.

Question 11

individual characteristics:

Answer 11

1. cognitive ability
2. personality
3. learning style
4. KSAOs

Question 12

organizational characteristics:

Answer 12

1. rewards
2. climate
3. culture

Question 13

training outcomes:

Answer 13

1. knowledge
2. skills
3. transfer of training

Question 14

transfer of training definition

Answer 14

the degree to which training leads to improvements in on-the job behavior

Question 15

organizational factors

Answer 15

• identical elements: the degree to which the training context is similar to the transfer environment
• psychological fidelity: degree to which training elicits the KSAs needed to do the job
• physical fidelity: degree to which the training resembles the physical aspects of the job

Question 16

organizational factors

Answer 16

• transfer through principles: training employees why they should perform in a certain way
• transfer climate: degree to which the social climate among employees at work supports training

Question 17

massed learning definition

Answer 17

delivering of training in condensed sessions

Question 18

spaced learning definition

Answer 18

involves the delivery of training in small sessions over a long period

Question 19

feedback definition

Answer 19

providing learners with information about how they are doing leading to their knowledge of results

Question 20

overlearning definition

Answer 20

can make behavior automatic - helps them master critical skills

Question 21

decay of learning definition

Answer 21

important to consider that learning could decay over time

Question 22

learning schema

Answer 22

a framework for organizing learning content eg. outline of the course

Question 23

trainee motivation definition

Answer 23

the degree to which the learner is motivated to gain the KSAs provided in training or to success in training

Question 25

training methods

Answer 25

1. on the job (OJT)
2. machine simulator
3. lecture
4. programmed instruction
5. diversity training
6. managerial teaching methods
7. new employee onboarding
8. online training
9. team training

Question 26

training criteria

Answer 26

kirkpatrick’s model of training criteria:
1. reactions - how did the trainees perceive training?
2. learning - how did they learn the material?
3. behavior - was there change in OTJ behavior?
4. results - was there change in organizational performance eg. profitability

Question 27

other training criteria models

Answer 27

cognitive, skill-based, affective

Question 28

designing a Training evaluation

Answer 28

you have to consider what type of evaluation design to use and the threats to validity

Question 29

external validity threat definition

Answer 29

factors which may affect our ability to interpret results of a study such as training evaluation
eg. reactive effects of the experimental setting

Question 30

internal validity threat definition

Answer 30

factors that can cause us to have concerns with the accuracy of results obtained in this situation
eg. history, maturation, testing, instrumentation

Question 31

training evaluation research designs

Answer 31

• experimental rigor: the degree to which threats to validity can be eliminated as the cause of a study’s results.
• rigor can be increased by the use of control groups, random assignment etc.

Question 32

types of training evaluation research designs

Answer 32

1. pre-experiments: least rigorous & control for fewer threats to validity
2. true experiments: most rigorous & control for most threats to validity
3. quasi-experiments: more rigor than pre-experiments but more practical than true.
   - of control group is not feasible, a time series design is a good alternative

Question 33

selecting an evaluation research designs

Answer 33

• what is the purpose of evaluation?
• available organizational resources?
• what are the constraints?