Exam 1 Flashcards
(28 cards)
Training’s 4 Functions
education, motivation, consulting, development
Education and Training
Education differs from training because its goal is to impart knowledge or information; whereas training’s goal is skill development and behavior change.
Motivation and Training
Motivation is different from training because, while both strive to get the listener to meet some positive action or behavior, they use different methods. Motivational speakers use a strong emotional appeal, which normally wears off quickly and isn’t as effective. Trainers, on the other hand, get people to change because they have new skills or behaviors that they didn’t have before.
Development and Training
Development is different than training because it is a large scale plan or effort that encompasses training.
Consulting and Training
Consulting is not the same as training, but it does overlap. Consultants can provide training, and have a goal of personal and corporate development.
3 perceptual learning styles
Visual, Aural, Kinesthetic
Visual Learners
reading, viewing, and modeling other people’s behaviors.
Aural Learners
hearing and speaking.
Kinesthetic Learners
movement, touching and doing.
4 Learning Preferences
divergers, assimilators, convergers, accommodators.
Divergers
Divergers prefer to observe a situation and are innovative, imaginative, and concerned with personal relevance.
Assimilators
Assimilators prefer efficient, logical, and precise learning and trust expert opinion.
Convergers
Convergers prefer utility, practical solutions, and have a problem-solving perspective.
Accommodators
Accommodators prefer hands-on, trial and error experiences.
Various needs assessment methods
PESTLE, SWOT, interview, survey, observation, assessment centers
PESTLE
Political, Economic, Social, Technological, Legal, Environmental
trainer goes through each category and brainstorm how each of these external factors impact the goal of the organization.
SWOT
Strengths, Weaknesses, Opportunities, and Threats. Trainer brainstorms the organization’s internal and external attributes in these categories.
Surveys
Surveys or questionnaires can also be used and tailor-made to demonstrate something about the subject’s knowledge, attitudes, or behavior. They can take many forms, such as Likert Scale, Multiple Choice, Yes and No, etc.
Interviews
Interviews and focus groups wield rich, more detailed information because the researcher can answer follow up questions.
Assessment centers
Assessment centers are rooms where employees are given performance tests to identify proficiencies and weaknesses in their job skills.
Goals vs. Objectives
Goals are general statements of what you want to accomplish. Objectives are a specific, precise training outcome that you are attempting to achieve. Objectives should be observable, measurable, attainable, and specific.
Steps to teaching a skill
tell, show, invite, encourage, and correct
Training Methods
lecturing, activities, and discussion
Benefits of e-learning
minimizes costs and downtime - it provides ubiquitous wording, otherwise known as “anytime, anywhere learning.” It appeals to contemporary learners and is more rapid. Also, subject matter experts just directly develop the course, so you don’t need a trainer to learn from the SME first.
