L5 - Training & Development Flashcards
An important part of any organization to ensure that an employee is able to do his job well.
Training and Development
Defined as the learning activity that is RELATED TO THE “CURRENT JOB”
OF THE EMPLOYEE and where its effectiveness will be based on application of skills on
the job.
Training
This tackles current RESPONSIBILITIES AND IS GIVEN AT A NEEDS NOW BASIS.
Training
A “MORE FUTURE-ORIENTED” in such a way that it is a preparation for a future career goal, path or job that is identified by the organization or
individual.
Development
Organizations with a _________________ are able to minimize productivity loss and operational costs due to human errors in carrying out a certain task.
GOOD TRAINING PLAN
The most commonly known process for training is called the _____ process or the
_____, _____, _____, _____, and _____ process.
ADDIE
Analyze,
Design,
Develop,
Implement,
Evaluate
In this stage, a practitioner will study business and individual needs and the gaps that
need to be filled in order to obtain the best performance from the employee. This can be done through a training needs analysis or TNA.
Analyze
The stage where a practitioner will articulate learning objectives, program structure,
duration, instruction methods, subject matter qualifications, and other resources.
Design
A training design is _____, _____, and _____. Each element must
be designed with attention to detail to ensure that learning objectives are met at the end of
the program.
INTENTIONAL, SYSTEMATIC AND SPECIFIC
In this stage, a practitioner together with the SUBJECT MATTER EXPERT will
continue to enhance the work done in the design stage.
Develop
The stage where the subject matter expert (SME) will now take center stage and teach the designed module to
his training participants.
Implement
In this stage, the SME and practitioner can assess FOUR levels of evaluation based on
Dr. Don Kirkpatrick’s model.
Evaluate
What are the Four Levels of Training Evaluation according to Dr. Kirkpatrick’s model?
L1 - Reaction
L2 - Learning
L3 - Behavior
L4 - Results
Level of Training Evaluation
The degree to which participants find the training favorable, engaging and relevant to their jobs
Reaction
Level of Training Evaluation
The degree to which participants acquire the intended knowledge, skills, attitude, confidence and commitment based on their participation in the training
Learning
Level of Training Evaluation
The degree to which participants apply what they learned during training when they are back on the job
Behavior
Level of Training Evaluation
The degree to which targeted outcomes occur as a result of the training and the support and accountability package
Results
What are the different Types of Training?
- Onboarding
- Continuing education
- Functional/Technical Training
- Soft-skill Training
- Professional Training
- Leadership Training
This type of training orients new employees on the background of the organization, culture and protocols. This may also be an orientation regarding a certain job that is new and how
this is done.
Onboarding
On the Job Learning
An employee may follow a more experienced employee to learn about a new job in
the organization, this involves following someone to different meetings, etc
Job shadowing
This type of training normally is related to the job thereby targeting functional competencies or the technical components of one’s job
Functional/Technical training
Education refers to a formal schooling taken from universities. This type of training would entail obtaining a post-graduate degree.
Continuing education
This training would be geared towards obtaining and maintaining one’s license to carry out his work. Professionals need continuing educational units to keep abreast of new trends in their field.
Professional training
This training focuses on developing leadership traits on employees to
prepare them to better lead their people.
Leadership training
These trainings may include values workshops, personality enhancements,
communication programs. These training programs target competencies that help one have better
interaction and social skills
Soft skills training
Methods of Training
The __________ rule is normally followed to ensure proper distribution of learning methods. This
model is considered to have maximum learning advantages for participants.
70-20-10
On the Job Learning
An employee may be given more tasks on top of what is assigned to him to expand
his skill set
Job expansion
On the Job Learning
One may be included in a cross-functional team to do a project for the organization, this allows the employee to be exposed to different functions and people in the organization
Special projects
On the Job Learning
An employee may be transferred to other jobs that may be related to his function
Job rotation
In the 70-20-10 rule, SEVENTY PERCENT of learning is recommended to be done through ___________________
experiences. TWENTY PERCENT of learning is recommended to be done through ______ while the remaining TEN PERCENT is recommended to be done through _______________.
- hands on learning
- others
- formal classroom training
On the Job Learning
One may be given extra work to find out what else a person can do and allow him to expand his role.
Stretch assignments
Learning from Others
This involves a coach who will have open discussions with the employee regarding a
certain work issue, answers are drawn from employees for ownership
Coaching
Learning from Others
This is similar to coaching except is done by a MORE SENIOR ORGANIZATION
OFFICIAL, this may include work concerns, and similar interests and values
Mentoring
Formal Training
Traditional classroom training where a teacher downloads new concepts
Face to face training
Formal Training
Similar to face to face training but done virtually
E-learning
A process by which one evaluates what are the gaps that needs to be addressed by a training
Training Needs Analysis
