PAD 346

Question 1

1) Discuss & describe the four training categories as outlined in chapter 8 and discussed in class.
• Required and Regular Training- Complies with various mandated legal requirements and is given to all employees
• Job/Technical training Enables employees to perform their job well. (product knowledge, technical processes and procedures, and customer relations)
• Interpersonal and problem solving training. Addresses both operational and interpersonal problem and seeks to improve organizational working relationships. (interpersonal communication, managerial supervisory skills and conflict resolution)
• Developmental and career training- provides longer term focus to enhance individual and organizational capabilities for the future. (business practices, executive development, organizational change, leadership)

Answer 1

Required and Regular Training
Job/Technical training
Interpersonal and problem solving training
Developmental and career training

Question 2

What is Required and Regular Training

Answer 2

Required and Regular Training- Complies with various mandated legal requirements and is given to all employees

Question 3

What is Job/Technical training

Answer 3

Enables employees to perform their job well. (product knowledge, technical processes and procedures, and customer relations)

Question 4

What is Interpersonal and problem solving training

Answer 4

Addresses both operational and interpersonal problem and seeks to improve organizational working relationships. (interpersonal communication, managerial supervisory skills and conflict resolution)

Question 5

What is Developmental and career training

Answer 5

provides longer term focus to enhance individual and organizational capabilities for the future. (business practices, executive development, organizational change, leadership)

Question 6

2) Discuss & describe the three possible areas for the establishment of training objectives and priorities

Answer 6

• Knowledge- imparts cognitive information and details to trainees.
• Skills- Develop behavioral changes in how jobs and various task requirements are performed
• Attitude- Create interest in and awareness of the importance of training

Question 7

What is a training objective and priority?

Answer 7

Training objectives and priorities can be established by a gap analysis which indicates the distance between where an organization is with its employment capabilities and where it need to be. Training objectives can then be established to close the gap

Question 8

3) Discuss & describe the three different internal training

Answer 8

INTERNAL TRAINING
• Informal Training- training that occurs through interaction and feed back among employees
• On the job training- the most common type of training because it is flexible and relevant to what employees do. The problem is sometimes those doing the training may not wish to participate or have no experience in it.
• Cross training- training people to do more than one job

Question 9

Discuss & describe three external trainings organizations provide to their workers.

Answer 9

EXTERNAL TRAINING
• Outsourcing of training- hiring an external firm or entity. Approximately 25% to 30% of training expenditures go to outside training sources.
• Government Supported Job Training- Federal, State and local provide funding for a wide range of external training assistance and feedback
• Educational Assistance programs- When an employer pays for additional education for their employees

Question 10

4) List, the seven various interviews

Answer 10

• Structured interview- .
• Behavioral Interview-.
• Situational interview-
• Non-Directive interview-
• Stress interview-
• Panel interview-
• Team Interview

Question 11

Describe Structured interview-

Answer 11

uses standardized questions asked of all applicants

Question 12

Describe Behavioral Interview

Answer 12

interview in which applicants give specific examples of how they have performed a certain task or handled a problem in the past.

Question 13

Describe Situational interview-

Answer 13

structured interview that contains questions about how applicants might handle specific job situations

Question 14

Describe Non-Directive interview

Answer 14

interview that uses questions developed from the answers to previous questions

Question 15

Describe Stress interview

Answer 15

interview designed to create anxiety and put pressure on applicants to see how they respond

Question 16

Describe Panel interview

Answer 16

interview where several interviewers meet with the candidate at the same time

Question 17

Describe Team Interview

Answer 17

interview where applicants are interviewed by the team members with whom they will work with

Question 18

5) List, the five problems associated with interviews

Answer 18

• Snap Judgments-
• Negative emphasis-
• Halo Effect-
• Biases and Stereotyping –
• Cultural noise-

Question 19

What are Snap Judgments

Answer 19

some interviewers decide in the 1st few minutes of the interview if the person is suitable and spend the rest of the interview trying to support that judgment

Question 20

What is Negative emphasis

Answer 20

Unfavorable information about the Candidate is often over emphasized more than favorable information is when evaluating suitability

Question 21

What is Halo Effect

Answer 21

The Halo effect occurs when the interviewer allows a positive characteristic to overshadow other traits

Question 22

What is Biases and Stereotyping

Answer 22

Similarity bias occurs when interviewers favor or select persons that they believe are similar to themselves.

Question 23

What is Cultural noise

Answer 23

interviewers must learn to recognize and handle cultural noise, which stems from what applicants believe is socially acceptable rather than what is factual

Question 24

7) Discuss and define the difference between training versus development

Answer 24

Training is defined as the process whereby people acquire capabilities to perform jobs. Development is an effort to improve an employee’s abilities to handle a variety of assignments and to cultivate employee’s capabilities beyond those required by the current job.