Chapter 8 - On-boarding and Training Flashcards
Training
Activities designed to provide employees the knowledge and skills for their present jobs.
Development
Learning that goes beyond today’s job and for long-term purposes.
Learning Organization
Firm that recognizes the importance of continuous performance-related T&D and takes appropriate action.
Training and Development Process
Determine specific T&D needs -> Establish T&D objectives -> Select T&D Methods and Delivery systems -> Implement T&D Programs -> Evaluate T&D Programs
T&D Needs Assessment
Helps determine whether training is necessary. 3 Levels: Organization, Task, and Person
Task Analysis
A training needs assessment activity, which focuses on the task required to achieve the firm’s purposes.
Person Analysis
A training needs assessment activity that focuses on finding answers to questions such as who needs to be trained, what do they need to do differently, and what kind of KSAs do employees?
Case Study
T&D method in which trainees are expected to study information in the case and make decisions based on it
Behavior Modeling
T&D method that permits a person to learn by copying or replicating behaviors of others to show managers how to handle various
situations.
Business Games
T&D method that permits participants to assume roles such as president, controller, or other business roles of two or more hypothetical organizations and compete against each other by manipulating selected factors in a business situation.
In-Basket Training
T&D method in which participants are asked to establish priorities for and then handle business papers, emails, reports, and calls that would normally appear on a manager’s desk.
Apprenticeship Training
Training method that combines classroom instruction with on-the-job training
Team Training
Training focused on teaching knowledge and skills to individuals who are expected to work collectively to meet a common objective
Team Coordination Training
Team training focused on educating team members how to orchestrate the individual work that they do to complete the task
Cross-Training
Type of training that educates team members of other members’ jobs so that they may perform them when a team member is absent.
Vestibule System
T&D delivery system that takes place away from production area on equipment that closely resembles equipment used on the job
Reactions
Training evaluation criterion focused on the extent to which trainees liked the program to its usefulness, and quality of conduct
Learning
The extent to which an employee understands and retains principles, facts, and techniques
Behavior Change
Change in job-related behaviors or performances that can be attributed to training
Transfer of Training
How well the employee is able to transfer the things learned in training and transfer it to real work
Organizational Results
Criterion that attributes to the organization’s performance. Typically through enhance productivity, lower costs, or higher product or service quality
Benchmarking
Process of monitoring and measuring a firm’s internal processes and then comparing data with information from companies that excel in those areas
Traditional Career Path
Employee progresses vertically upward in the organization from one specific job to the next
Network Career Path
Method of career progression that contains both a vertical sequence of jobs and a series of horizontal opportunities
Lateral Skill Path
Career path that allows for lateral moves within the firm, taken to permit an employee to become revitalized and find new challenges
Free Agents
People who take charge of part or all of their careers by being their own bosses or by working with others to fit with their needs and wants
Dual-Career Path
Career path recognizes that technical specialists should and can contribute to the company without having to become managers
