OBHR 4335 Test 1 Flashcards
Belief in one’s ability to perform the task or job
Self efficacy
factors beyond the control of individual employees, such as tools, policies, and resources that have an effect on job performance
Situational constraints
Managers’ and peers’ willingness to provide feedback and reinforcement
Social support
Set of job competencies that together make up a profile for success for a particular job.
Competency model
Trainees effectively and continually applying what they have learned in training to their jobs
transfer of learning
Which of these is NOT one of the main learning outcomes?
a. verbal information
b. intellectual skills
c. Motor skills
d. retention
e. attitudes
f. cognitive strategies
D Retention
the theory that people will be motivated to the extent to which they believe that their efforts will lead to good performance, that good performance will be rewarded, and that they will be offered attractive rewards
Expectancy theory
Training objectives linked to learning specific skills that are to be produced by the trainee on their job
closed skills
are linked to more general learning principles, in contrast of closed skills
open skills
The theory that transfer of training occurs when what is being learned in the training session is identical to what the trainee has to perform on the job
Theory of identical elements
States the way to understand the transfer of training issue is to construct training so that only the most important features/principles are emphasized
Stimulus generalization approach
Trainees’ ability to apply learned capabilities to the work environment even though the environment is not similar to the training environment
Far transfer
Behaviors that can be successfully used in a wide variety of situations
Key behaviors
the likelihood of transfer depends on the trainees’ ability to retrieve learned capabilities. Increased likelihood of learning transfer if the trainees are provided with meaningful training material
Cognitive theory of transfer
doing/having an experience
Concrete Experience
reviewing/reflecting on the experience is a part of
Reflective Observation
concluding/learning from the experience
Abstract Conceptualization
using theories to solve problems and make decisions
Active Experimentation
Physical, intellectual, and emotional environment in which training occurs
Training context
Involves having trainees spend a short amount of time reviewing and writing about what they learned and how they performed
Reflection
Performance of a task, recall of knowledge, or demonstration of a skills so automatic that it requires little thought or attention
Automization
Retrieval opportunities that can help the learner’s brain consider training information as important
boosters
Groups of employees who work together, learn from each other, and develop a common understanding of how to get work accomplished
Communities of Practice (COPs)
The organization and coordination of the training program
Program design
getting trainees ready, telling them what to expect
Pretraining
The room where training will be conducted
Training site
_________ walls are preferable for a training room
thick
The 2 main requirements for any training program, the training site should be build with these in mind. Can be either high or low in volume
collaboration and self direction
Boomers prefer this type of learning
Classroom learning
Gen X’ers prefer this type of learning
Self directed
Millenials prefer this type of learning
learning alone or helping others
Acronyms in which the first letter of the word represents a term or step in the process
Mnemonics
assignments in which trainees are asked to identify work problems or situations and to apply training content to solve them
Application assignments
A figure showing all of the courses in a curriculum, the paths that learners can take trough it, and the sequences in which courses have to be completed
Curriculum Road Map
A document that can be used to guide the development of training and to explain the training to managers
Design document
Translates the content and sequence of training activities into a guide that’s used by the trainer to help deliver the training
Detailed lesson plan
Matches major activities of the training program and specific times or time intervals
Lesson plan overview
Document that outlines for potential vendors and consultants the type of service the company isseeking, the type and number of references needed, the number of employees to be trained, funding for the project, the followup process used to determine level of satisfaction, the expected date of completion, and the date when proposals must be received by the company
Request for Proposal (RFP)
Transfer of learning between very similar contexts
Near Transfer
ADDIE
Analyze, Design, Develop, Implement, and Evaluate.
Mission Statement
a concise explanation of an organization’s reason for existence and describes its purpose, intention and overall objectives.
code of conduct
includes policies and rules for employees and employers to follow in the workplace.
Vision
our goal for what your business will be in the future
balanced scorecard
a strategic management performance metric that helps companies identify and improve their internal operations to help their external outcomes.
Behavior modification is a training method that is primarily based on which theory?
reinforcement theory
___ Involves determining whether performance deficiencies result from lack of knowledge or skill
person analysis
Intellectual skills as a learning outcome primarily include the capability to apply ___ and ___ to solve complex problems
concepts and rules
In the needs assessment process, organizational analysis deals with identifying _____.
the training resources that are available
Concept that aims to improve readily observable outcomes by collecting data at periodic intervals before and after training is called
time series
Formative evaluation involves collecting data about a training program from trainees mainly through
quantitative data
In training, greatest level of support a manager can provide is ___
Training the material
refers to learner’s involvement with training material and assessing progress toward learning
self regulation
refers to a systematic approach for developing training programs.
training design process
Final step in strategic training and development process involves
Test, Measure, Repeat
If trainers are interested in the generalizability of a study’s results to other groups of employees, then they are said to be interested in the ________ of the study.
external validity
The pretraining phase primarily involves
Preparing, motivating, and energizing trainees to attend the learning event.
refers to the individual control over one’s thinking
metacognition
Which strategy is least appropriate for far transfer
Using a standardized procedure, processes, and checklists
Solomon 4 Group Eval Design
Two groups are treated as they would be in a classic experiment—pretest, experimental group intervention, and post-test
A request for proposal is a document that solicits a proposal, often made through a bidding process, by an agency or company interested in procurement of a commodity, service, or valuable asset, to potential suppliers to submit business proposals.
Request for proposal (RFP)
Which is true of competency models
Traditionally, needs assessment failed to focus on competencies
Which of the following creates a learning orientation in trainees? Allowing trainees to…
experiment with new knowledge and skills
the process of learning about ordinary users by observing them in action to understand in detail how they perform their tasks and achieve their intended goals.
Task Analysis
a theory of learning process social behavior which proposes that new behaviors can be acquired by observing and imitating others
Social Learning
a resource used to help supervisors identify areas of poor performance and establish expected performance standards, as well as assist employees in being successful
Action Plan
a process for evaluating the state of an organization’s resources, operations, internal characteristics, and external environments.
organizational analysis
a process for determining the needs between a current and desired outcome
needs assessment
ensures that a program or program activity is feasible, appropriate, and acceptable before it is fully implemented
Formative Evaluation
An ongoing, continuous process of communicating and clarifying job responsibilities, priorities, performance expectations, and development planning that optimize an individual’s performance and aligns with organizational strategic goals.
performance management
roadmap for solving an organization’s biggest challenges with people-centric solutions
business strategy
the process of discovering the root causes of problems in order to identify appropriate solutions
root cause analysis
Competency Model
* Work Activity (Task)
* Knowledge, Skill, Ability,
Personal Capability
(Competency),
Conditions under
Which Tasks Are
Performed
Task Analysis
3 levels of analysis for needs assessment
- organizational analysis
- task analysis
- person analysis
Advantages:
* Provides data related to performance
and practices
Disadvantages:
* Available data may be inaccurate,
incomplete, or not fully represent
performance
Historical data reviews (needs assessment method)
is a systematic process for determining and addressing needs, or “gaps”, between current conditions and desired conditions or “wants
Needs Assessment
