chapter 8 Flashcards
a procedure for providing new employees with basic background information about the firm
employee orientation
the process of teaching new or current employees t he basic skills they need to perform their jobs
training
a situation where an employer fails to train adequateley, and the employee subsequently harms a third party
negligent training
a detailed study of a job to identify the specific skills required
task analysis
a graphic model that consolidates, usually in one diagram, a precise overview of the competenies
competency model
verifying that there is a performance diciency and determining whether that deficiency shuld be correte dthrough training or through some other means
performance analysis
training a perosn to learn a job while working on it
on the job training
a structured process by which people become skilled workers though a combination of classroom instruction and on the job training
apprenticenship training
listing each jobs basic tasks, along with key ponints, in order to provide step by step training ofr employees
job instruction training
a systematic method for teaching job skills, involving presenting questions or facts, allowing the person to respond
programmed learning
a training technique in which trainees are first shown good management techniques ina film, are asked to play roles in a simulated situation and are then given feedback and praise by their supervisor.
behavior modeling
sets of computerized tools and display sthat automate training, documentation, and phone support
electronic performance support systems
a set of instructors, diagrams, or similar methods avaialible at the job site to guide the worker
job aid
types of epss
videoconferencing, computer based training, stimulated learning
provides employees with continuing learning experiences over their tenure with the firm, with the aims of ensuring they have the opportunity to learn the skills they need to do their jobs and to expand their occupational horizons.
lifelong learning
training employees to do different tasks or jobs than their own
cross training
teaching method that uses special collaboration software to enable multiple remote learners, using thie rpcs or laptops, to participate in live audio and visual discussions, communicate via written text, and learn via content such as PowerPoint slides.
virtual classroom
training that uses online technologie suc as social networks, virtual worlds, and sysems that blend synchronous and asynchronous delivery with blogs, chat rooms, bookmark sharing, and tools such as 3-d simulations
web 2.0 learning
utilizing a resource outside the company to provide employee training
outsourced learning
any attempt to improve current or ffuture management performance by imparting knowledge, changing attitudes, or increasing skills
management development
a management training techniqure that involves moving a trainee from department to department to broaden his or her experience and identify strong and weak points
job rotation
a training techniqure by which mangement trainees are allowed to work full time analyzing and solving problems in othe rdepartments
acction learning
a development method in whihc the mangae ris presented with a written description of an organizational problem to diagnose and solve
case study method
a development technique in which team of managers compete by making computerized decisions regarding realistic but simulated siutations
management game
a training technique in which trainees act out parts in a realistic manaement siutation
role playing
a company bsed method for exposing prospsetive managers to realistic excericzes to develop improed mangement skills
in house development center
an outise consultant who questions the executives associates in order to identify the executives strengths and weaknesses, and then counsels the executive so he or she can capitalize on those strengths and overcome the weaknesses
executive coach
reducing the forces that are striving to maintain the status quo
unfreezing
developing new behaviors, values, and attitudes
moving
building in the reinforcement to amke sure the organization dosent slide back into its former ways of doing things1
refreezing
formal methods for testing the effectiveness of a training program, preferably with efore and after tests and a control grup
controlled experimentation
