Chapter 8 summary for exam 2 Flashcards
Training
A structured effort by an organization to help employees learn job-related skills.
Needs analysis
The process of determining the training needs of an organization
Organizational analysis( training effectiveness)
The process of identifying organizational factors that affect training effectiveness, either positively or negatively.
Person analysis
The process of identifying the employees who need training and determining the areas in which each individual employee needs to be trained.
Performance appraisal scores
A rating representing some aspect of an employee’s work performance.
Surveys
Questionnaires asking employees about the areas in which they feel they need training.
Skill test
A test that measures an employee’s level of some job-related skill.
Knowledge test
A test that measures the level of an employee’s knowledge about a job-related topic.
Case Study ( workplace problem)
employees are presented with a real or hypothetical workplace problem and are asked to propose the best solution.
7
Role-play
A training technique in which employees act out simulated roles.
Behavior modeling
A training technique in which employees observe correct behavior, practice that behavior, and then receive feedback about their performance.
Massed practice( short period of time)
Concentrating learning into a short period of time.
Microlearning( few mintues )
Training programs that are only a few minutes in length.
Asynchronous technologies( Distance learing)
Distance-learning programs in which employees can complete the training at their own pace and at a time of their choosing.
synchronous( training at the same time)
Distance learning programs that require employees to complete the training at the same time and at the same pace, although they may be in different physical locations.
Interactive video
A training technique in which an employee is presented with a videotaped situation and is asked to respond to the situation and then receives feedback based on the response.
Programmed instruction( own pace)
A training method in which employees learn information at their own pace
Gamification(games for training)
employee training programs, to foster engagement, motivation, and participation.
Webinars( transmited)
which training is transmitted over the Internet.
Modeling
Learning through watching and imitating the behavior of others.
Job rotation
A system in which employees are given the opportunity to perform several different jobs in an organization.
Cross-training
Teaching employees how to perform tasks traditionally performed by other employees.
Apprentice training( combining)
which employees combine formal coursework with formal on-the-job training.
Coaching
A method of training in which a new employee receives on-the-job guidance from an experienced employee.
Pass-through programs( training others)
excellent employees spend a period of time in the training department learning training techniques and training employees.
Mentor
An experienced employee who advises and looks out for a new employee.
Skill-based pay
paying an employee who participates in a training program designed to increase a particular job-related skill.
Feedback
Providing employees with specific information about how well they are performing a task or series of tasks.
Negative feedback
Telling employees what they are doing incorrectly to improve their performance of a task.
Transfer of training
The extent to which behavior learned in training will be performed on the job.
Overlearning
Practicing a task even after it has been mastered to retain learning.
Pretest
A measure of job performance or knowledge taken before the implementation of a training program.
Posttest
A measure of job performance or knowledge taken after a training program has been completed.
Solomon four-groups design( pretests, postests)
Solomon four-groups design
An extensive method of evaluating the effectiveness of training with the use of pretests, posttests, and control groups
Employee reactions
A method of evaluating training in which employees are asked their opinions of a training program.
Employee learning
Evaluating the effectiveness of a training program by measuring how much employees learned from it.
Formative tests
A test given during training to determine if a trainee is learning the material.
Summative tests( success)
A test given at the end of a training program to evaluate the success of the training program.
Application of training
the extent to which employees apply the material taught in a training program.
Business impact(meeting goals)
A method of evaluating the effectiveness of training by determining whether the goals of the training were met.
Return on investment (ROI)
The amount of money an organization makes after subtracting the cost of training or other interventions.
