HC 5

Question 1

Learning definition

Answer 1

Learning: A change in behavior, cognition, or affect that occurs as a result of one’s interaction with the environment
Key points:
> Change
Acquiring something new or modifying something that already exists
> Long-lasting
Relatively permanent change in behavior, cognitions, or affect
> Results from interaction with the environment

Question 2

Learning style definition

Answer 2

individual choices made during the learning process affect what information is selected and how it is processed

Question 3

Modes of learning

Answer 3

Individual’s orientation toward gathering and processing information during learning

Question 4

Name the 6 Key activities in designing HRD programs

Answer 4

The steps must no be taken in exactly that order – they are often intertwined!

1. Define objectives
2. Develop a lesson plan
3. Prepare materials
4. Select the trainer or vendor
5. Select methods and techniques
6. Schedule the program

Question 5

1. Define Objectives: 3 critical aspects

Answer 5

1. Performance
   = clear discription what the learner is expected to do and/or produce.
2. Conditions
   = Description of impartant conditions under which the performance is to occur
3. Criteria
   = Identifies the acceptable performance

Question 6

gibberish objectives

Answer 6

objectives for training or educational courses that contain phrases with little or no meaning

Question 7

What 2 aspects should you look at when choosing a Trainer or Vendor?

Answer 7

1. Training Competency
   = Knowledge and varied skills needed to design and implement a training program
2. Subject matter expertise
   = Mastery of the subject matter

Question 8

If trainer lacks subject matter expertise you could.. (3)

Answer 8

> Teaming skilled trainers with in-house experts
Using elearning
Train-the-trainer programs to train in-house experts

Question 9

Implementing HRD programs: 3 Concrete techniques

Answer 9

1. On-the-Job (OJT)
2. Classroom approaches
3. Self-Paced Approach

Question 10

1. On-the-Job (OJT) examples

Answer 10

> Job instruction training
Job rotation
Coaching
Mentoring

Question 11

1. On-the-Job (OJT) Advantages and Disadvantages

Answer 11

Advantages
> Facilitates training transfer
> Reduces training costs (no training facilities needed)

Disadvantages
> Job may have physical constrains (e.g., noise)
> Damage or disruption of the production schedule
> Problematic if customers are present
> Safety concerns (self and others)

Question 12

2. Classroom Approaches examples

Answer 12

> Conference/Discussion
Audiovisual
Experiential techniques (e.g., case studies, role play, networked computer labs)
Instructor-led virtual approach

Question 13

2. Classroom Approaches Advantages and Disadvantages

Answer 13

Advantages
> Allow to use a variety of training techniques
> Environment can be designed to minimize distraction
> More participants possible
> Signals that the companies acknowledges the importance of trainings

Disadvantages
> Increased costs
> Dissimilarity to the job setting

Question 14

3. Self-Paced examples

Answer 14

> Paper-based training (workbooks)
Computer-based training (non-classroom-based)
Internet/intranet intelligent computer-aided instruction  Apps

Question 15

Training Transfer

Answer 15

Employees can gain new knowledge and skills through training programs, but learning alone does not mean that a training is effective

Question 16

Positive transfer of training

Answer 16

extent to which the learning that results from training transfers to the job and leads to relevant changes in work performance

Question 17

Near VS Far Transfer

Answer 17

Near Transfer = The ability to directly apply on the job what has been learned in training, with little adjustment or modification

Far Transfer = Expanding on what has been learned in new and creative ways

Question 18

The “transfer problem”

Answer 18

Estimates suggest that only 10 % of training expenditures transfer to the job

Question 19

General Principles Theory

Answer 19

Learning the fundamental elements of a task will ensure transfer from training

Question 20

Stimulus Variability

Answer 20

Transfer can be enhanced when training contains a variety of stimuli

Question 21

Support in the Work Environment

Answer 21

Extent to which trainees perceive support for using newly learned behavior or knowledge on the job

> Supervisory support
= encouragement to attend training, goal setting, reinforcement, and behavior modeling have all been shown to increase transfer
Organizational Support
= presence of both transfer of training climate and a continuous learning work environment

Question 22

Identical elements and training transfrer

Answer 22

The more similar the training and the performance situations, the better the transfer

Question 23

Physical Fidelity

Answer 23

extent to which the conditions of the training program, such as equipment, tasks, and surroundings, are the same as in the performance situation

Question 24

Psychological Fidelity

Answer 24

extent to which trainees attach similar meanings to both the training and performance situations

Question 25

9 Steps for increasing transfer to the Job

Answer 25

1. Develop (and follow) clearly stated learning objectives for the training.
2. Use a high quality trainer
3. Maximize the similarity between the training situation and the job situation
4. Provide ample opportunity during training to practice the task
5. Identify and label important features of a task
6. Make sure trainees understand general principles
7. Use a variety of situations and examples, including both positice and negative models of the intended behavior
8. Provide support back in the work environment, including clear goals, checklists, measurement, feedback, and rewards for using the new behaviors on the job
9. Provide ample oppertunity to perform what is learned back on the job