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IOPS311 > designing and evaluating training needs > Flashcards

designing and evaluating training needs Flashcards

midterms

1
Q

systematic acquisition of skills, concepts, attitudes that result in improved performance

A

training

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2
Q

acquisition of KSA & behaviors that improve employee’s ability to meet changes in job requirements and customer demands

A

development

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3
Q

to improve performance by increasing:
- self-awareness
- knowledge
- skill
- motivation

A

goal of training

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4
Q
  1. determine training needs
  2. develop training program
  3. evaluate training success
A

training steps

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5
Q

what is a training need?

A

discrepancy between actual performance and:
- ideal
- norm
- minimum
- desired state
- expected state

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6
Q

what is needs analysis?

A

determine the types of training that are needed in an organization as well as the extent to which training is a practical means of achieving goals

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7
Q

what is the training needs assessment process

A
  • organizational analysis
  • task analysis
  • person analysis
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8
Q

determine organizational factors that either facilitate or inhibit training effectiveness

A

organizational analysis

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9
Q

use the job analysis methods to identify tasks performed by each employee, conditions under which these tasks are performed, and competencies (KSA) needed

A

task analysis

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10
Q

determine which employees need training in which areas

A

person analysis

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11
Q

person analysis uses these to determine individual training needs for each employee

A
  • performance appraisal scores
  • surveys
  • interviews
  • skill and knowledge tests
  • critical incidents
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12
Q

a rating representing some aspect of an employee’s work performance

A

performance appraisal score

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13
Q

questionnaire asking employees about areas in which they need training

A

surveys

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14
Q

can yield more in-depth answers to questions about training needs

A

interviews

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15
Q

a test that measures an employee’s level of some job-related skill

A

skill test

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16
Q

a test that measures the level of an employee’s knowledge about a job-related topic

A

knowledge test

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17
Q

training goals and objectives should clearly state the following

A
  • what learners are expected to do
  • the conditions under which they are expected to do it
  • the level at which they are expected to do it
18
Q

the next step in developing a training program once goals and objectives have been established

A

choosing the best training method

19
Q

examples of available training methods

A
  • classroom setting
  • distance learning
  • on-the-job learning
20
Q

how to conduct classroom training?

A

lectures, case study, simulation, role-play, behavior modeling, business games

21
Q

when to use each method of classroom training?

A

lectures - obtain knowledge
case study - apply knowledge
simulation - practice new skill
role-play - practice interpersonal skill
behavior modeling - observe, practice, receive feedback

22
Q

how to motivate employees to attend training?

A
  • relate training to employee’s immediate job
  • make the training interesting
  • increase the employee buy-in
  • provide incentives
  • provide food
  • reduce stress associated with attending
23
Q

who will conduct the training?

A

in-house trainers, outside trainers, videos, local universities

24
Q

where will the training be held?

A

on-site, off-site (hotel, university, conference center, virtually)

25
Q

how long should the training be?

A

massed practice - concentrating learning into short period of time

distributed practice - learning few things at a time
microlearning - training programs that are only a few minutes in length

26
Q

what are factors to consider when preparing for classroom training?

A

size, demographics, ability

27
Q

how to conduct distance learning?

A

synchronous - employees complete training at the same time and pace even in different location

asynchronous - employees complete training at their own pace and time

28
Q

what are synchronous distance learning methods?

A

webinars - interactive training method transmitted online

webcast - one-way communication from trainer and non-interactive

blogs, wikis, listservs - allows employees to ask questions, get immediate answers, post opinions, share information with others

29
Q

what are asynchronous distance learning methods?

A

programmed instructions - employees learn instructions at their own pace

interactive video - employee is presented with videotaped situation and asked to respond and receives feedback based on the response

gamification - application of game-like elements to traditional assessments

30
Q

how to conduct job experiences training method?

A

OJT - informal training by experienced peers and supervisors that occurs on the job and during job tasks

modeling - watching and imitating

job rotation - employees are given opportunity to perform several different jobs in an organization

apprentice training - usually found in craft and building trades, combining formal coursework and formal ojt

coaching - employee receives ojt guidance from and experienced employee

mentoring - experienced, productive senior advises and looks out for new employees

31
Q

what is the purpose of evaluating training results?

A

to determine if they can be improved, should continue to be offered, and whether they significantly increase performance or affect positive changes in behavior

32
Q

what are two factors that differentiate methods of evaluation of effectiveness of a training program?

A

practicality and experimental rigor

33
Q

a measure of job performance or knowledge taken before the implementation of a training program

A

pretest

34
Q

a measure of job performance or knowledge taken after the implementation of a training program

A

posttest

35
Q

diagram of experimental group

A

pretest -> training -> posttest

36
Q

diagram of control group

A

pretest -> posttest

37
Q

an extensive method of evaluating the effectiveness of training with the use of pretests, posttests, and control groups

A

solomon four group design

38
Q

what are the six levels of evaluation criteria?

A

content validity - comparing training content with KSAOs

employee reactions - asking employees their opinion of the training program

employee learning - measuring how much employees learned from it

application of training - determining the extent of which employees apply the material taught

business impact - whether the goals were met

ROI - amount of money an organization makes after subtracting the cost of training or other interventions

39
Q

a test given during training to determine if a trainee is learning the material

A

formative test

40
Q

a test given at the end of a training program to evaluate success of the training program

A

summative test

IOPS311 (2 decks)

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