Learning & Development Flashcards
One of the most widely used training systems. A good method for introducing a topic. Delivers large amounts of info in a short amount of time. Adults are notorious for retaining only a fraction of this method
Lecture
Preferred learning system by trainees as it allows them to actively participate and interact with their fellow classmates. Provides an opp. for participants to work actively with each other in developing a common approach to the training subject.
Discussion
A “learn by doing method.” Students learn by first watching a skilled worker carry out the desired technique, then by repeating the observed technique themselves. A kinesthetic type of learning.
Demonstration-Performance
A learning method where the trainee works on their own and at their own pace. They learn a specific topic in small increments. A correct response is required before the learner can advance to the next unit.
Programmed Instruction (PI) (Tutorial)
Electronically supported learning and teaching. The computer and network-enabled transfer of knowledge. May be less-expensive than paying for travel, but may also reduce motivation.
E-Learning
Type of learning that can be used to provide a representative learning environment. While not rising to the level of on-the-job learning, it comes as close as possible to replicating the real-world experience for the trainee.
Simulations
Vestibule, business games, role playing and in-basket are all examples of
Simulation Examples
Training that attempts to duplicate an on-the-job situation in a company classroom. This technique enables the trainees to concentrate on learning the necessary skills prior to being placed into their new role.
Vestibule Training
Training that provides a way for students to gain familiarization and understanding of the machine controls and procedures before training on the actual machines or equipment for the job (similar to vestibule system). These would be used in environments such as pilots, machine operators, heavy equipment operators, and drivers.
Equipment Simulators
Training that combines fun and learning. Refer to simulation games that are used for teaching business. May be used for various training such as finance, general management, organizational behavior, human resources and more.
Business Games
A technique that simulates the decision making and organizational skills of the trainee. The test taker is often asked to respond to letters, memos, e-mails, requests, personnel issues, and so forth.
In-Basket Exercise
A simulation in which participants are presented with a fictional situation or case and are asked to work together to arrive at a solution. It is a detailed intensive study of a business issue that stresses factors contributing to its success or failure. Used to simulate strategic decision-making situations, rather than the day-today decisions that occur in the in-basket.
Case Study
Exercises that are designed to simulate the interpersonal challenges faced when working with others. Candidate is given background info regarding a scenario and asked to play a particular role. Used in situations such as hiring, firing, discussing a grievance procedure, coaching, or conduction an appraisal interview.
Role Play
The trainee observes a more skillful employee demonstrating a desired behavior, and then attempts to replicate.
Behavior Modeling
A system that allows workers to gain new skill sets by working directly with a more skilled coworker. Common in skilled trades such as carpenter, plumber, or electrician. Can have classroom training and on-the-job experience.
Apprenticeship
An act/law that states that it is illegal to use an author’s work without their permission.
US Copyright Act
A phase of the ADDIE model where the course structure is officially built from start to finish. Examples would be instructor notes, webinars, tests, etc.
Development Phase
An approach where the company has to find a qualified and engaging instructor to train employees effectively.
Trainer Selection
Qualified staff that have skills specific to their area of operation. Usually ensures that the information is correct during training.
Subject Matter Experts
A phase of the ADDIE model that is finally put into action. This is when the training program is officially delivered to course participants. The stage where the program designer hands the SME the responsibility to deliver the class to its participants.
Implementation
The phase when the course ends and feedback is collected to validate accuracy, completeness, communication approach, and teaching methods.
Evaluation
A system that can develop and present content to trainees, oversee what trainees are doing, and get key training metrics to help measure effectiveness of the training.
Learning Management System (LMS)
The most common evaluation system to determine a program’s effectiveness. It employs four levels of evaluation. The four levels of evaluation are:
Reaction, Learning, Behavior, Results
Kirkpatrick Model
A type of performance appraisal that is best suited for the situation in which the supervisor is very familiar with the employee’s duties and in which the duties are specific, objective, and easily measured. The supervisor chooses an assessment of the employee’s performance from a range of numbers from 1-5.
Rating Scales
A system where the supervisor lists all subordinates in order, from the highest to the lowest in performance.
Ranking Systems
A rating system that requires managers to typically rank everyone using one of the several options such as excellent, good, or poor. It tends to create a competition between employees. The system is usually divided into 5 categories.
Forced Distribution
This appraisal is best suited for situations in which supervisors are long-time acquaintances of employees, or are involved in difficult, stressful tasks. Three or four performance phrases are available for the supervisor to choose from. The supervisor must choose the phrase from each category that best describes the employee’s performance. Usually no allowance for additional comments.
Checklists
This method of performance appraisal is where the worker is evaluated on their effectiveness at handling crisis situations that have arisen during the evaluation period. The supervisor keeps a written record of employee’s highly favorable and unfavorable actions.
Critical Incident Reports
A system that involves identifying and communicating organization’s objectives, then specifying objectives for each employee. The employee and the appraiser collaborate in planning performance goals for the employee to work towards. Employee is evaluated at the end of review period for accomplishments.
Management by Objectives (MBO) Systems
What stands for the “S” in the SMART acronym? This is the objective that is _________ about the required outcomes.
Specific
What stands for the “M” in the SMART acronym? This is the objective that is _________ so that the achievement can be determined.
Measurable
What stands for the “A” in the SMART acronym? This is the objective that is _______ between the manager and the job holder (achievable could be used for this as well).
Agreed
What stands for the “R” in the SMART acronym? The is the objective that is ___________ so that they are stretching but achievable.
Realistic
What stands for the “T” in the SMART acronym? This is the objective that is __________ so there is a clear deadline.
Time-bound
This type of review is useful for rating professionals in fields requiring highly specialized knowledge.
Peer
A method of receiving evaluation feedback from representatives of virtually all persons who interact with the employee being evaluated. Typically included subordinates, superiors, outside consumers, inside consumers, and the employee.
360-Degree Evaluations
An important part of the performance appraisal process in which the employee gives the feedback or his/her input regarding the performance.
Self-Appraisals
A review where a person outside the concerned department, usually an HR representative goes into the job environment and assists supervisors in gathering info and rating the employee.
Field Review
The type of error where the evaluator is too soft and lenient in rating the employee higher than they deserve.
Leniency
The type of error where the evaluator compares the employee to other employees instead of their job description.
Contrast error
This is when one quality of the employee is either so strong (halo) or so weak (horn) that it artificially influences the overall rating either up or down.
Halo/Horn error
The type of error where the evaluator only rates the employee on recent events and ignores other behavior earlier in the rating period.
Regency Error
