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MGT 367 > Exam 2 - Chapter 8 > Flashcards

Exam 2 - Chapter 8 Flashcards

1
Q

(3) Needs ASSESSMENTS (identify needs)

A

Organizational analysis
Task analysis
Person analysis

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2
Q

Design considerations

A

-

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3
Q

Evaluation

A

The purpose of evaluation is really simple. It is examining if the training is effective. Also, it sees what weaknesses employees have after the training to see what they can improve on during the training

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4
Q

(3)SYSTEMS Model of Training

A
  • Needs Assessment
  • Development
  • Evaluation
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5
Q

Needs assessment

A
  • Identify what the needs are
  • Is there a need for training?
  • Can you improve performance without training? (sometimes the employees have bad attitudes)
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6
Q 
Example 1: After training, the employee will be able to express concern to all irate customers with a brief (fewer than 10 words) apology, only after the customer has stopped talking, and no matter how upset the customer is.
What is the: 
Performance:
Criteria: 
Condition:
A

performance: the employee will be able to express concern to all irate customers
Criteria: with a brief (fewer than 10 words) apology
Condition: only after the customer has stopped talking, and no matter how upset the customer is.

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7
Q

Performance:

A

What are they excepted to be able to do after they are finshed with training

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8
Q

Condition

A

under what circumstance will they able to use their newly learned skills

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9
Q

Know how a personal pager works
Perfomance:
Criteria:
Condition:

A

Performance: know how a personal pager works
Criteria: none
Condition: none

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10
Q

Give all necessary tools, spare parts, and reference manual, be able to repair a personal pager. The repaired device must function to manufacture’s specification in the reference manual
Performance:
Criteria:
Condition:

A

Condition: Give all necessary tools, spare parts, and reference manual,
Performance: be able to repair a personal pager.
The repaired device must function
Criteria: manufacture’s specification in the reference manual

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11
Q
  1. ORGANIZATIONAL ANALYSIS: WHERE?
A

Current Problem / Anticipated Need

  • do you have the resources available
  • do you have the management support for training
  • this is the very first thing to do when considering training
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12
Q
  1. TASK ANALYSIS: WHAT?
A
  • Tasks & Duties, Skills & Knowledge Needed

- Utilization of Job Analysis Data

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13
Q
  1. PERSON ANALYSIS: WHO?
A
  • Individual Proficiency
  • Utilization of Appraisal Data
    Who should be trained?
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14
Q

Designing training programs

What are the issues in training design (3)

A
  • instructional objectives
  • trainee readiness and motivation
  • principles of learning
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15
Q

What are the principles of learning

A
  • Meaningfulness of presentation
  • Feedback and reinforcement
  • Massed-versus-spaced learning
  • Whole-versus-part learning
  • Goal Setting
  • Active practice and repetition
  • Over learning
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16
Q

Principle of learning how to try maximize the learning experience

A

incorporate the principles of learning (meaningfulness of presentation, feedback, etc) as much as possible

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17
Q

Meaningfulness of presentation

A

Why the task you are doing is important to your job

18
Q

Feedback and reinforcement

A
  • Tell them what they are doing wrong so they can learn from their mistakes
  • Also if they are doing it correctly tell them that so they can continue what they are doing
19
Q

Massed learning

Example

A

Chunks of hours of learning

- Example: 6 hours of training.

20
Q

Spaced learning

A
  • 1 hour and having a break and ask the trainees if you are learning correctly. In other words, you have breaks in between the training secession.
21
Q

Whole learning: ?

Example?

A

Whole learning: You are going to learn all at once. (Example: Learning all the steps of making a pizza)
Sometimes its best to use whole learning when there is no reason to breakdown it down further

22
Q

Part learning

A
  • You are going to learn little parts at once and break it down
23
Q

Goal setting

A
  • Set specific goals instead of general goals.
  • It should be a challenging goal
  • Challenging and Specific
24
Q

Active practice and repteition

A
  • Practice makes perfect

- Have a lot of repetition

25
Q

Over learning

Under what 2 circumstances over learning is desirable?

A

It is desirable under 2 circumstances

  1. If it’s not going to be used on the job
    - since you won’t be able to practice on the job and some rare circumstance you need the skill
  2. performing under stress
26
Q

Typically Spaced learning is best for what?

A

Typically Spaced learning is best for complex tasks.

27
Q

Training methods

A
  • On-the-Job Training
  • Behavior Modeling
  • Simulation
  • Classroom training
  • Audiovisual materials
  • Seminars and Conferences
  • Case Studies
  • Role Playing
  • Etc.
28
Q

Choice of Training Methods

A
  • Presentation methods
  • Hands-on methods
  • Group-building methods
29
Q

What are good examples of simulation training?

A

Computerized training

Example: Cockpit simulations and Medical surgery simulations

30
Q

What’s the good thing about simulation training

A

it is risk-free

31
Q

What are the two words that the professor emphasized during the lectured regrading to simulation training

A
  1. Realistic
  2. Expensive
  • Especially the cockpit example she gave in class
32
Q

What are the types of training methods

A
  • On the job training
  • Behavior Modeling
  • Classroom training
  • Audiovisual materials
  • Seminars and Conferences
  • Case Studies
  • Role playing
33
Q

What does OJT stand for?

A

On the job training

34
Q

What are the factors to determine which training method should be used?

A
  • Learning outcomes: information, attitudes, motor skills
  • Cost
  • Transfer of training
  • Effectiveness
35
Q

There is 3 components that need to be involved

she will give you an example in a paragraph and you have identify the performance, criteria, and condition

A
  1. Performance
  2. Criteria
  3. Condition:
36
Q

Performance

A

What are they expected to be able to do after they are finished with training

37
Q

Criteria

A

acceptable level of performance that you will expect out of them

38
Q

Condition

A

under what circumstance will they able to use their newly learned skills

39
Q

Evaluating training

A

Reaction: Surveys, interviews
Learning: Test, work sample
Behavior: Transfer of training, observations, performance ratings
Results: ROI, turnover rate

40
Q

Choose of training

A

Presentations methods- Says it in the name
Hands-on methods- (the pizza example) actually practicing the tasks
Group building methods- Building trust
adventure training- Mental physical challenges

41
Q

Self Directed Learning Scale Readiness Scale

A

is a method for evaluating an individual’s perception of their skills and attitudes that are associated with self-directedness in learning

MGT 367 (26 decks)

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