HRCP Unit 3 Flashcards
Level of learning: evaluation
At the evaluation level of learning,the learner is capable of making judgements of value and worth.
Motivated forgetting
An explanation for forgetting information in which the individuals want to forget it either because it threatens their self esteem or because it is no longer useful.
Level of learning:
knowledge
At the knowledge level, the learner can recall
Specific facts .
Level of learning:
Synthesis
At the synthesis level, the learner is capable of drawing from related sources of information to gain a broad understanding and reach conclusions.
Steps in the action research model
Problem identification, data gathering,feedback of the data to the client group,data discussion and diagnosis, action planning, action and reevaluation.
Maturation
Internal changes within the trainees between the protest and posttest evaluation that may provide alternative explanations for any effects that are observed. This is one of the confounding influences that challenge the internal validity of a training evaluation.
MBO
Management by Objectives. A philosophy of management that reflects
A positive, proactive way of managing. MBO requires all employers to establish written, measurable objectives that can later be used to evaluate performance.
Method of successive approximations
A process of shaping behavior by selectively reinforcing closer and closer approximations of the correct behavior.
Modeling
A process for learning new behaviors in which a the trainee imitates the behavior of a model.
Motor responses
Physical actions or skills that an individual acquires through practice.
Negative transfer of training
When the training activities inhibit performance in the new situation.
Negatively accelerating learning curve
A learning situation characterized by rapid learning in the beginning with successively smaller increments of learning in later trials.
Numbers fetish
The tendency to overemphasize numbers and to assume that they are more exact and precise than can be legitimately assumed from their subjective derivation.
Obsolescence
A reduction in ability or effectiveness caused by lack of knowledge or skill due either to forgetfulness or the creation of new knowledge and technology.
Graphic rating scales
An evaluation procedure consisting of specified dimensions of performance and a rating scale for each dimension to evaluate the employees behavior.
Sensitivity training
A training technique in which the trainees participate in an unstructured group discussion. The trainees share their feelings and emotions without the aid of a trainer or a scheduled agenda of topics to discuss.
Sequencing effect
A form of evaluation bias that occurs when an employee’s ratings are influenced by a relative comparison with the previous employee.
Shaping
A process of changing behavior that uses reinforcement to selectively reward successively closer approximations of the specific response that is desired.
Simulation
A training technique in which the trainee learns to respond in a training environment that is a reproduction of real- conditions.
Solomon four-group design
Research design in which participants are randomly assigned to 4 groups. Two groups are pretested and 2 groups participate in training.
Time-series design
A research which consists periodically measuring something and introducing an experimental change during the series of measurement.
Unobtrusive measure
data that are collected in such a way that it does not influence how an employee behaves. data that are obtained from file or archives for example.
Personnel analysis
Part of the training-needs analysis that examines the abilities of individual employees to identify deficiencies in their performances
Proactive inhibition
An explanation for forgetting in which old learning interferes with the acquisition of new information
Programmed instruction
A training technique that arranges the training material in small sequential steps. The ideas are presented one at a time, giving the trainee an opportunity to respond to the material and to demonstrate mastery of it.
Recency effect
A form of evaluation bias in which recent are more heavily in the mind of the evaluator than distant events.
Quasi-experimental design
Studies that occur in a natural setting where researchers do not have complete control of the experimental setting. They are not as conclusive as other experimental designs.
Reinforcement theory
A theory of motivation that says behavior is determined by the types of rewards or punishments associated with behavior
Reciprocal determinism
A basic philosophy of social cognitive theory that suggests that the environment influences individual behavior but that individual also influence their environment and change it.
Retroactive inhibition
An explanation for forgetting in which new learning interferes with remembering old information
Self-actualization
The tendency for people to become fulfilled and achieve all that they have the potential to achieve according to their genetic blueprint
Experiential group exercises
Activities that involve a group of individuals in making decisions and solving problems. The group members learn from participation in the group activity as well as from the group discussion about the activity.
Action research model
A strategy of OD that typically involves the process of problem identification, data gathering, feedback of the data to the client group, data discussion and diagnosis, action planning, action,and reevaluation. These processes are recycled as needed to increase organization effectiveness.
Zero-sum problem
A form of evaluation bias whereby employee evaluations must fit a specified average or total. For someone to be rated high, someone else must be rated low.
Laboratory training
Also known as sensitivity training or T-group training. This type of training consists of an unstructured group discussion in which the participants talk about their personal feelings and reactions toward each other.
Junior boards
A training technique that consists of assigning new trainees to an executive board responsible for making a decision
Job specialization
Simplifying a job by reducing the number of elements or activities performed by a job holder. It normally involves more repetitive activities with short work cycles.
Which learning curve?
Positively accelerating learning curve
Operational analysis
An examination of the behaviors that an employee must exhibit to be able to perform a task properly. An operational analysis is part of a training-needs analysis.
Induction
The process of teaching and explaining what is right and why it is right.
Internship
A learning experience in which students are able to work for a period of time and apply the information they have learned.
Performance management
The process of improving job performance through performance planning, performance evaluation, mentoring, and continuous feedback.
History
The historical events occurring between the pretest and posttest of a research design that provide competing explanations for any effects that are observed. This is one of the confounding influences that threaten the internal validity of a training evaluation design.
Self-directed work team
A group of workers that is largely self-managed and only loosely directed by management. The and only loosely directed by management. The group collectively decides who will perform which job and members typically from job to job
Self-efficacy
A belief in one’s own capability to perform a specific task.
Hierarchy of habits
An explanation for learning plateaus that suggests that different habits must be acquired. Improvements in performance are not observed until new habits are learned.
Experimental group
The group in a study or experiment that receives the training.
Cooperative education
A learning experience that combines both work and education. Students work as employees in an organization under the direction of their supervisors and academic instructors.
Control group
The group in a study or experiment that does not receive the training
Level of learning Analysis
At the analysis level, the learner is capable of understanding why the phenomena exists.
Learning organization
An organization skilled at creating, acquiring, and transferring knowledge, and at modifying its behavior to reflect new knowledge and insights.
Learning curves
Graphs illustrating the number of correct responses or the percentage of correct responses during successive learning trials.
Job rotation
A training technique that involves transferring trainees to different jobs to broaden their focus and to increase their knowledge.
Job-instruction training
An extensively used training technique that consists of showing a trainee how to perform an activity and supervising the trainee’s attempts to learn it.
Social cognitive theory
A theory of learning based on observational and symbolic learning. Learning is influenced by what is reinforced, either extrinsically or through self-administered reinforcement, especially the anticipation of future rewards. The environment influences individual behavior, but individuals in turn influence their environment.
Organizational analysis
An examination of the kinds of problems the organization is experiencing and where they are located in the organization. Part of a training-needs analysis, which examines organizational effectiveness indices, personnel succession, and the organizational climate.
Training and development phase
The phase of the system model of training in which the training is designed and presented. The training should contain activities and learning experiences that satisfy the objectives established in the assessment phase.
Task significance
The degree to which a task has a significant impact on the organization, the community, or the lives of other people.
