Learning and Development Flashcards
Activities have a long-term focus on preparing for future responsibilities while increasing the capacities of employees to perform their current jobs. These activities are broader in scope than training activities.
Developmental activities
A process of providing knowledge, skills, and abilities (KSAs) specific to a particular task or job. It is appropriate when skills and knowledge are missing and the individual has the willingness to learn. It provides skills that can be used immediately and is an excellent solution for solving short-term skill gaps.
Training
Which type of training is still generally used for required training such as compliance-related subjects?
“Push” training
Which type of training is usually linked to acquiring skills, abilities, knowledge, and competencies needed to better perform one’s job?
“Pull” training
A systems-level concept in which an organization is characterized by its ability to adapt to changes in its environment and respond quickly to lessons of experience by altering organizational behavior.
learning organization
Peter Senge’s The Fifth Discipline of a Learning Organization
Systems thinking; Mental models; Personal mastery; Team learning; Shared vision
What describes certain types of learning activities or processes that may occur at any one of several levels within an organization—individual, group, or organization
Organizational learning
The strategies set the stage for creation of knowledge management systems.
Knowledge retention strategies
Two important influences Global HR professionals charged with the responsibility of designing, developing, and delivering cross-border or cross-cultural learning and development programs must do
strategic orientation and stakeholder buy-in and support
levels within an organization learning
individual, group, or organization
Andragogy is based on the following assumptions about the differences between how adults and children learn
Self-concept; Experience; Readiness to learn; Orientation to learning; Motivation to learn; “Unlearn to learn”
What to do when employees do not trust that learning is worthwhile or have had negative experiences in the past?
involve these individuals in the design of their learning and development plan
three distinct learning styles
visual, auditory, and kinesthetic (tactile)
A well-known and standard instructional design model that is conducive to any type of learning.
ADDIE model. A = Analysis (of needs); D = Design; D = Development; I = Implementation; E = Evaluation
Which type of training it is when the skill is demonstrated, the learner is allowed to practice the skill, the trainer delivers immediate feedback on the learner’s performance, and then the learner is retested..
On-the-job training (OJT)
During which of ADDIE training materials are created, purchased, or modified to meet the stated objectives?
Development
Types of Learning Activities
passive and participatory experiences
Which test can provide useful feedback and identify potential content or deployment problems before program launch
Pilot testing or Pilot Program
Kirkpatrick’s Four Levels of Evaluation
Level 1—Reaction; Level 2—Learning; Level 3—Behavior; Level 4—Results
The ability of an individual to influence a group or another individual toward the achievement of goals and results.
Leadership
Collects data in a full circle around an individual; compares self-ratings to ratings by others, including both internal and external stakeholders.
360-degree assessment
Collects data in a half circle around an individual; compares self-ratings to ratings by others but limited to internal personnel
180-degree assessment
The 70-20-10 rule proposes that to develop leaders
challenging assignments (70%), developmental relationships (20%), and coursework and training (10%)
Which is a trend in career development that an HR team leader must consider before engaging in career planning with team members
Greater individual responsibility
Term is best described as traditionally higher-level leadership responsibilities being transferred to leaders at lower levels. This is partly a function of the trend toward flatter organizations, but it is also due to the greater frequency and complexities of challenges. What was typically handled by senior leaders in the past has been handed down to junior leaders so the former can focus on even more complex issues.
Task migration
primary barrier to transfer of training
lack of reinforcement and support when they try to apply training to the job
Which factor differentiates successful training programs from unsuccessful programs?
Results showing transfer of learning
a job design strategy that increases the variety of responsibilities but requires the same skill level. An attempts to alleviate the boredom and low morale associated with excessive job simplification
Job enlargement
How do career planning and career management differ
Career planning identifies personal abilities, while career management focuses on organizational staffing needs.
