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CHRP Test Prep > Learning & Development > Flashcards

Learning & Development Flashcards

1
Q

Issues using in the job training methods are:

A

Often not well planned or structured

People assigned to train have no training to be a trainer potential transfer of undesirable habits / attitudes

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2
Q

Teaching of students and children

Learning by listening, by doing through discussion and through discovery

A

Pedagogy

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3
Q

2 types of knowledge and their definitions

A

Explicit knowledge: things you can buy or trade (copyrights, patents, forms of intellectual property)

Tacit knowledge: learned from experience and insight

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4
Q

A process to identify gaps or deficiencies in employee and organizational performance

A

Needs analysis definition

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5
Q

4 types of intellectual capital

A

Human capital
Renewal capital
Structural capital
Relationship capital

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6
Q

4 sources of needs analysis

A

Employees
Managers
Subject matter experts
Human Resources staff

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7
Q

On the job training method where training methods for skilled trades workers that combine on the job training and classroom instruction

A

Apprenticeships

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8
Q

4 steps of training design and delivery (ISD model)

A

Training objectives
Training content
Trading methods
Learning principles

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9
Q

ISD model consists of 3 major steps:

A

Needs analysis
Design and delivery
Evaluation

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10
Q

Squires, organizes and shares information & knowledge and uses new information and knowledge to change its behaviour in order to achieve its objectives and improve effectiveness

A

Learning organization

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11
Q

Renewal capital

A

Intellectual property (emails,patents)

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12
Q

Kirkpatricks ROI formula

A

ROI = benefits - cost of program/ cost of program x 100

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13
Q

3 steps of needs analysis in the ISD?

A

Organization analysis
Task analysis
Person analysis

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14
Q

4 types of intellectual capital

A 
Human capital (KSA)
Structural capital (formal / informal systems)
Renewal capital (intellectual property) 
Relationship capital (relationship with suppliers, customer, etc.)
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15
Q

3 components of ISD model (Instructional systems design model)

A

Needs analysis
Training design and delivery
Training evaluation

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16
Q

Gagnes 5 learning outcomes (VICMA)

A 
Verbal information 
Intellectual skills
Cognitive strategies
Motor skills
Attitudes
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17
Q

3 steps in the person Analysis

A

Define desired performance
Determine gap
Identify obstacles

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18
Q

John Anderson’s ACT theory states learning takes place in 3 stages

A

Declarative knowledge
Knowledge compilation
Procedural knowledge

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19
Q

The process of obtaining information about a job by determining the duties, tasks, and activities involved and the KSAs requires to perform the task

A

Task analysis

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20
Q

The life long education of adults

They need to know reason for learning, have foundation, self concept, readiness, orientation and motivation

A

Andragogy

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21
Q

Which instructional method can include mixed model strategy in which trainers show what should be done and why should not be done

A

Behaviour modelling

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22
Q

Relationship capital

A

An organizations relationship with suppliers, customers, competitors that include how they do business)

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23
Q

Informal vs formal learning

A 
Formal:
Controlled by organization
Relevance is variable 
Timing is delayed between learning and use of knowledge required
Highly structured
Specific outcomes 
Informal:
Controlled by learner
Relevance is high
Timing: learning used immediately on the job
Unstructured 
No specific outcome
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24
Q

Kirkpatricks hierarchical model of evaluation has 4 levels of training: with a potential 5th level added recently

A

Level 1 = reaction
Level 2 = learning
Level 3 = behaviours
Level 4 = results

Level 5 = ROI

25
Q

Instructional methods are techniques used to simulate learning name 9 Methodist used

A 
Lecture
Discussion
Case study
Case incident 
Behaviour modelling
Role play
Simulations
Games
Action learning
26
Q

Groups of people with common interests and concerns who meet regularly to share their knowledge and experience

A

Communities of practice

27
Q

4 steps in an organizational analysis

A

Strategy (mission vision values)
Environment (technology, political, government)
Resources( resources available)
Context (work climate, collective attitudes of employees towards work )

28
Q

Which instructional method uses operating models of physical or social events designed to represent reality (expensive method)

A

Simulation

29
Q

What is the most important step in the training and development process?

A

Needs analysis

30
Q

On the job training method where an experienced and knowledgeable person is formally called upon to help another person develop the insights and techniques pertinent to the accomplishment of the job

A

Coaching

31
Q

2 steps in training evaluation (ISD Model)

A

Evaluation criteria

Evaluation design

32
Q

What are the 4 learning styles (you learn best by using all 4)

A

Converting (thinking & doing)
Diverting (feeling & watching)
Assimilation (thinking & watching)
Accommodating (feeling & doing)

33
Q

% of how employees learn both formally and informally

A

30% formal

70% informal (most cases the better way of offering a training program)

34
Q

A training instructional method in which one problem or issue is presented for analysis and is useful when the focus is on the topic

A

Case incident

35
Q

4 types of knowledge acquisition

A

1) environment scanning (internal and external teams, departments, industry watchers
2) formal learning (training and development
3) informal learning (trial and error, spontaneous)
4) communities of practice (learn from each other and identify new approaches)

36
Q

Which instructional method is used as a primary way to increase trainee involvement but is not effective with large # of participants

A

Discussion

37
Q

Kraiger and Ford learning outcomes (3) (CSA)

A

Cognitive domaIn
Skill based domain
Affective outcomes

38
Q

Steps in a task analysis (6)

A

1) identify target jobs
2) obtain job description
3) develop rating scale(to find importance of each task,difficulty and how often performed )
4) survey those familiar with the job
5) analyze info
6) provide feedback on results

39
Q

Human capital

A

Knowledge skills and abilities (KSA)

40
Q

Which instructional method encourages open discussion of analysis of problems and events and is often used in business schools to teach and solve realistic problems

A

Case study method

41
Q

An in the job training method where a senior member of an organization takes a personal interest in the career of a junior employee (protege)

A

Mentoring

42
Q

Needs analysis has 3 levels. What are they are what do each gather information on?

A

Organization - gathers info on where training is needed

Task- indicates what training is required

Person - determines who in the organization needs training

43
Q

On the job training method where trainees are exposed to many functions and areas within an organization (the keg makes servers do this)

A

Job rotation

44
Q

4 steps in a needs analysis

A

Concern(itch or pressure point)
Importance
Consult stakeholders
Data collection (organization,task, person analysis)

45
Q

Which instructional method enables large amounts of info provided to large groups in a relatively short period of time

A

Lecture

46
Q

Structural capital

A

Formal systems and informal relationships that allow employees to solve problems and make decisions ( MS Teams, Office 365)

47
Q

Acquisition. Of KSAs to improve performance in ones current job

A

Training

48
Q

Acquisition of KSAs require to perform future job responsibilities and in the long term achievement of individual career goals and organizational behaviours

A

Development

49
Q

A set of procedures that focuses on understanding the mental process and skills required for performing a job - used when traditional approach to task analysis cannot be used as focus is on mental processes

A

Cognitive task analysis

50
Q

3 characteristics of communities of practice

A

Domain : shared interest
Community : interaction, discussion
Practice : experience and tools to solve problems

51
Q

Most common method of training is ?

A

On the job training

52
Q

Maslows hierarchy

A

Top

Self actualization (developing ones true potential)

Esteem needs (feeling of competence and recognition by others)

Belonging & love needs (social interaction, friendships)

Safety needs (security, stability, freedom from anxiety)

Physiological needs(food, water, shelter)

Bottom(most basic needs)

53
Q

The study of the entire organization including its strategy, environment resources and context

A

Organizational analysis

54
Q

On the job training method in which A device at the job site helps an employee perform his/her job

A

Performance aid

55
Q

On the job training methods include (6)

A 
Job instruction 
Performance aid
Job rotation 
Apprenticeship
Coaching
Mentoring
56
Q

What makes up an objective (3)

A

Performance
Condition
Criteria

57
Q

Barriers to effective training (4)

A

1) Human (LCL of knowledge, skill, motivation)
2) Technical (poor job design, lack of tools/equipment)
3) Informational (defined goals, objectives lacking performance measures)
4) Structural (overlapping roles and responsibilities)

58
Q

The process of studying employee behaviour and performance to determine whether performance meets standards (part of needs analysis)

A

Person analysis

CHRP Test Prep (5 decks)

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