Chapter 8: Onboarding and Training Flashcards
Explain the purpose of onboarding programs and describe special considerations for onboarding.
Onboarding provides new employees with basic background information that they need to do their jobs.
When developing and executing onboarding programs, an organization needs to identify which staff will be responsible for the orientation, consider integrating executives differently than other employees, keep the employee handbook clear since it is considered a binding legal document, and evaluate the onboarding program to identify the effectiveness of the program.
Discuss how to maximize the effectiveness of the training process.
To maximize efficiency at the start of the training, trainees should be provided with an overall view of the material presented that should be organized logically, the similarity between the training situation and work situation should be maximized, trainees should be motivated through positive feedback and realistic scenarios, and trainees’ expectations about the event should be set accurately before the training begins.
Identify and describe the 5 steps in the training process: needs analysis, instructional design, validation, implementation, and evaluation.
Needs analysis: identify the specific job performance skills needed, analyze the skills and needs of the prospective trainees, and develop specific, measurable knowledge and performance objectives.
Instructional Design: the actual content of the training program is compiled and produced, including workbooks, exercises, and activities.
Validation: in which the bugs are worked out of the training program by presenting it to a small, representative audience.
Implemented: Using techniques discussed in this chapter and the next (such as on-the-job training and programmed learning.
Evaluation and follow-up steps to assess the program’s successes or failures.
Explain common types of training for special purposes.
- literacy training
- diversity training
- customer service training
- training for teamwork
- and training for first-time supervisors/managers
5 traditional training techniques
traditional training techniques include
- on-the-job training,
- apprenticeship training,
- informal learning,
- job instruction training,
- classroom training,
- audiovisual techniques,
- programmed learning,
- and simulated training.
three types of e-learning
- computer-based
- online based
- electronic performance support systems
How to evaluate the training effort
Establish training objectives:
- consider the tasks they will be performing
- specify what the trainee should be able to accomplish after completing the training
- provide focus for trainee and trainer (a training road map).
- provide a benchmark for evaluation of the training program (did it work?)
- what are you trying to accomplish (performance levels)
The concept of a learning organization and its benefits
A learning organization creates an environment where employees feel encouraged to take risks.
Its benefits are:
- increased employee innovation
- shared knowledge
- creative problem-solving
- enhanced sense of community
- increased efficiency
Two techniques used for assessing training needs?
Task Analysis: Identifying the broad competencies and specific skills required to perform job-related tasks - is used for determining the training needs of employees who are new to their jobs
Performance Analysis: Performance analysis means verifying whether there is a significant performance deficiency and, if so, determining whether that deficiency should be rectified through training or some other means (such as transferring the employee).
