Chapter 8 Flashcards
What is the strategic importance of training and developing a competitive workforce
The best competitors use training and development practices to improve the ability of the workforce to implement the firm’s business strategy. Training and development activities also contribute to organizational success less directly. These activities can also be a means for employers to address employees’ needs.
community-of-practice
a social network of people who share a common interest and who are committed to collaborating on projects related to their shared interest
Explain how training and development practices are shaped by other aspects of the HRM system
In an integrated HRM system, training and development activities are designed to ensure legal compliance, are informed by job analysis and competency models, and are aligned with HR planning as well as with recruitment and selection practices
training
improving performance in the near term and in a specific job by increasing employees’ competencies
development
activities intended to improve competencies over a longer period of time in anticipation of the organization’s future needs
socialization
teaching employees about the organization’s history, culture, and management practices
Describe the roles and responsibilities of the HR Triad in training and developing a competitive workforce
HR professionals take responsibility for identifying the objectives of training and development and the methods of achieving them. Effective training and development require managers to actively participate and employees to capitalize on available training opportunities
How are training and development needs determined?
Training and development are most likely to achieve the desired objectives when they are grounds in the results of a needs assessment. A thorough needs assessment includes organizational, job, person, and demographic needs analyses
organizational needs analysis
an assessment of short- and long-term training and development needs given the business strategy, company culture, and expected changes in the external environment of the company
jobs needs analysis (task needs analysis)
identifies the specific skills, knowledge, and behavior needed to perform the tasks required by present or future jobs
person needs analysis
identifies gaps between a person’s current competencies and those identified as being necessary or desirable
demographic needs analysis
used to determine the training needs of specific populations of workers
What are the key questions to be addressed when designing practices for training and developing a competitive workforce
Designing training and development activities involves deciding who will be training, who will train, where the training will occur, what methods will be used, and how to created the right conditions for learning
What are the three types of learning objectives for training or development activities
Training and development activities should have content that is congruent with the learning objectives. Typical learning objectives include improving cognitive knowledge, developing employees’ skills, influencing affective responses, and encouraging ethical behavior
orientation program
briefs new employees on the benefits and services offered to them, advise them of rules and regulations, and explain the policies and practices of the organization
emotional intelligence
Involves recognizing and regulating emotions in ourselves and in others, and it includes self-awareness, self-management, social awareness, and relationship management
Describe the different formats that can be used for training development activities
Program formats available to employers include e-learning, on the job training, apprenticeship, developmental job assignments, mentoring and offsite training.
e-learning
Those technologies used for training and development activities, including web-based learning, virtual classrooms, computerized learning modules, interactive TV, satellite broadcasts, etc
On-the-job training
occurs when employees learn their jobs under direct supervision
job rotation programs
involve rotating employees through positions at a similar level of difficulty to train them in a variety of tasks and decision-making situations
developmental job assignments
those assignments that place employees in jobs that present difficult new challenges and hurdles that ‘stretch’ the employee to learn more
formal mentoring
an established employee guides the development of a less experienced worker or protege
personal coaches
typically observe the employee in action and then provide feedback and guidance for how that employee can improve her or his interaction skills in the future
interactive video training
these programs present a short video and narrative presentation and then require the trainee to respond
