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Bachelor Exam > HR Development > Flashcards

HR Development Flashcards

1
Q

What is the purpose of the “Design” stage in the ADDIE model?

A
  • Provides the framework, sets objectives
  • Should answer Why? Who? What When? Where? How?
  • Determines constraints
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2
Q

What are some types of training objectives?

A
  • Organizational objectives (have impact on organizational outcomes)
  • Transfer of Training objectives (have impact on trainees’ job behavior)
  • Learning objectives (when do you know that desired learning has occured?)
  • Trainee reaction objectives (desired reactions to training and how/when they will be measured)
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3
Q

What are the key elements of objectives?

A
  • Behavior
  • Conditions
  • Standards (definitions of success, e.g. accuracy, quality and speed)
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4
Q

Why is it important to set objectives?

A
  1. Guides development of training
  2. Focuses attention of trainers & trainees
  3. Enhances transfer of knowledge
  4. Reduces anxiety related to the unknown
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5
Q

Why is it crucial to set design guidelines?

A
  1. they provide the rules for how you will develop and implement your training
  2. If your design is faulty, so will be your training
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6
Q

What does the learning theory describe?

A

describes how students receive, process and retain knowledge during learning

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7
Q

How do Behaviorists look at learning theory?

A

Key is to establish a system of rewards and targets in education, and look at environment of a student

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8
Q

Explain the difference between Behaviorism and Cognitivism!

A

The cognitivism movement was a response to behaviorism.

While behaviorism identifies thinking as a behavior, cognitivism argues that what people think influences their behavior and thus cannot be a behavior itself.

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9
Q

Explain the four different learning styles and their appropriate teaching styles!

A
  • Active-Reflective: A: give time to do, R: give time to think
  • Sensing-Intuitive: S: give specifics, I: give just possibilities
  • Visual-Verbal: Vi: present graphs, models, Ve: reading, talking
  • Sequential-Global: S: give linear perspective, G: give big picture
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10
Q

Explain the difference between topical sequencing of training and spiral sequencing of training

A

Topical:
Topic A Modul 1 –> Topic A Modul 2–> Topic B Modul 1 –> Topic B Modul 2

Spiral:
Topic A Modul 1 –> Topic B Modul 1 –> Topic A Modul 2 –> Topic B Modul 2

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11
Q

What are keys to successfully facilitate training?

A
  • Eliminate distractions
  • Conditions of practice
  • Activate retention
  • Get and keep attention
  • Goal setting
  • Support
  • Reward
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12
Q

What are the three steps of an open system?

A

Input –> Process –> Output

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13
Q

When does a “Trigger” event occur?

A

When ACTUAL organizational performance < EXPECTED organizational performance

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14
Q

Explain the ADDIE model!

A
  1. (Trigger event)
  2. ANALYSIS (Identify a need)
  3. (Training) - decide what you want to train (Knowledge, Skills, Attitude, Motivation, Job Performance)
  4. DESIGN
  5. DEVELOPMENT (Determine specifics on how, where, when, etc.)
  6. IMPLEMENTATION (Dry Run/Pilot)
  7. EVALUATION
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15
Q

What is the difference between a “Dry Run” and a “Pilot test”?

A

Dry run ➡️ with colleagues

Pilot ➡️ actual training

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16
Q

What are the inputs of an ADDIE Training model?

A
  • Organizational Needs
  • Employee Needs
  • Budget
  • Equipment
  • Staff

hint: ADDIE is the process

17
Q

What are the outputs of an ADDIE Training model?

A

Knowledge
Skills
Attitudes
Motivation
Job Performance

hint: ADDIE is the process

18
Q

What does the Analysis phase (Training Needs Anaylsis) in the ADDIE model investigate?

A

Tries to identify organizational performance gaps, such as:

  • profitablity shortfalls
  • low levels of customers satisfaction
  • high turnover rate
19
Q

What are Input, Process and Output of the Analysis phase in the ADDIE model?

A

Inputs:
- Organizational Analysis (Objectives, Resources, Environment)
- Operational Analysis (Expected Performance)
- Person Analysis (Actual Performance)

Process:
- Identify Performance Descriptancy (PD) (= when AP < EP) & its causes

Outputs:
- Training needs or non-training needs

20
Q

What are possible solutions if employees have performance gaps in Knowledge, Skills or Attitudes (KSA)?

A
  • Job aids
  • Coaching
  • Job Redesign
  • Transfer

Note: If KSA are lacking –> Training might be a solution! If not lacking, training is NOT the solution!

Note #2: When measuring KSA, reliability and validity are of high importance!

21
Q

What is the main difference between a job specification and a job description?

A

Job description outlines tasks and responsibilities, while a job specification focuses more on what kind of person is needed for the job (required KSAs)

22
Q

What are Input, Process & Output of the Design stage?

A

Input:
Learning Theory
Training Needs
Organizational Constraints

Process:
Developing Training Objectives

Output:
Factors to facilitate learning
Alternative methods of instruction
Evaluation objectives

23
Q

What are the two steps of the development phase in the ADDIE model?

A
  1. Formulate instruction strategy to describe timing, order, methods
  2. Obtain and prepare everything that is needed for implementation (content, materials, equipment, media,…)
24
Q

What are Input, Process & Output of the Development stage?

A

Input:
Determine factors that facilitate Learning & transfer
Choice of instructional method

Process:
Instructional Strategy (Training Plan)

Output:
Training Plan
Instructional Materials
Instructional Equipment
Trainee & Trainer manuals
Facilities
Trainers
List of items & actions needed

25
Q

What are motivations to learn & transfer knowledge?

A

Self-efficacy
Valence of outcome (= value you place on reward of an outcome)
Anxiety
Climate for Transfer
Supervisor & Peer Support

26
Q

What are Input, Process & Output of the Implementation stage?

A

Input (mostly output of development phase):
Training Plan/Instructional Strategy
Instructional Material
Instructional Equipment
Trainee & Trainers Manual
Room Set up plan
Refreshment list
Trainer readiness

Process:
Dry run, Pilot test & actual training

Output:
Learned KSAs
Evaluation Implementation

27
Q

What are the two types of evaluation in the Evaluation phase of the ADDIE model? What do they evaluate?

A

1) Process Evaluation:
- How well did each process achieve its objectives?
- Did trainer follow the process as suggested?
- Were roleplays (if used) used properly?

2) Outcome Evaluation:
- Conducted at the end
- Determines effects on the participants, job and organization
- Used to improve training programs

28
Q

What are the three outcomes of learning?

A
  • Knowledge (facts, principles, procedures & acquired information) has 3 components —> Declarative, Procedual & Strategic
  • Skills (capacities needed to perform a set of tasks) has 2 levels —> Compilation (low level) and Automaticity (higher level)
  • Attitudes (beliefs and opinions that support or inhibit behavior; affect motivation)
29
Q

How can Competencies be defined?

A

as a set of Knowledge, Skills & Attitudes

30
Q

What is the difference between Compliance and Commitment?

A

Compliance = “I have to”
Commitment = “I am convinced to do”

31
Q

What are the 3 components of knowledge and how are they defined?

A
  • Declarative knowledge
    = information we gain and place into memory
  • Procedural knowledge
    = how information is organized for use, into what we already know
  • Strategic knowledge
    = understanding of how, when and why information is used and is useful
32
Q

What is an attitude?

A

belief/opinion that supports or inhibits behavior & affects motivation

33
Q

What are the two significant factors to consider when measuring KSAs?

A
  1. Reliability (extent to which outcomes are consistent if experiment gets repeated)
  2. Validity (extent to which instruments that are being used measure exactly what you want them to measure)
34
Q

What are the 4Ps of “on the job training”?

Note: on the job training = inexperienced employees learning in the work setting and during work by observing peers performing the job

A

Prepare
Present
Practice
Praise

Bachelor Exam (7 decks)

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