Retention & Development Flashcards

You may prefer our related Brainscape-certified flashcards:
1
Q

ADDIE

A

Describes the 5 elements of instructional design

Assessment
Design
Development
Implementation
Evaluation
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

Learning Curves

A

Graphical representation of learning over time influenced by motivation, prior knowledge, experience, specific knowledge to be learned, aptitude and attitude for learning

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

Increase Return Curve

A

Starts slow, continues upward (usually a new skill/complex tasks)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

Decreasing Return Curve

A

Once learning is achieved, learning stops (routine tasks)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

S-Shaped Curve

A

Blends increase & decrease (new practice - trial & error)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

Plateau Curve

A

plateau isn’t permanent, but is frustrating - requires more/better training to full absorb new knowledge

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

Donald Kirkpatrick’s 4 Levels of Job Training Evaluation

A
  1. Reaction - are participants happy? (survey)
  2. Learning - Did they learn? (pre-post training measurement)
  3. Behavior - Did behaviors change (observation, interviews sometimes hard to tell WHY behavior changes - use multiple techniques to find out)
  4. Results - How did this affect the organization? (ROI)
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

Succession Planning

A

ID High Risk Positions
Determine functions of those positions and when position may vacate
ID Competencies
Perform Gap Analysis
Design Development for each competency
Develop and maintain candidate pool (internally or externally)
Track progress/maintain skills inventory

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

Career Path

A

Refers to self-driven promotion path (as opposed to formal company development like a manager training program)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

Dual Ladder Career

A

2 paths that exist for the same career - for technical jobs this can be extending and getting more senior in engineering, or moving over to a managerial path

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

Performance Reviews

A

Used for feedback & coaching; allocation of rewards/promotions; career planning & development

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

Types of Performance Reviews

A
Category Rating (forced choice, graphic scale, checklist)
Comparative Method (Ranking, Paired Comparison)
Narrative (essay format, critical incidents, field review)
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

Grievance Process

A

Written complaint
Supervisor/Employee conversation
HR/Management Investigation
Upper Management Participation

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

Progressive Discipline

A

Oral Warning
Written Discipline
Suspension w/o pay
Termination

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

WARN - Workers Adjustment and Retraining Notification

A

For employers 100+

Mass lay off (50+) of full time workers or plant closing must receive 60 days notification

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

Androgogy

A

Adult Education

17
Q

Management By Objectives (MBO)

A
Employee and supervisor mutually agree upon goals that are used as benchmarks for evaluation.  For success, MBO's must include:
A strategic plan
High level of commitment from employee
Clearly defined objectives
Measurable performance objectives
18
Q

Behaviorally Anchored Rating Scale (BARS)

A

Using critical incidents, the evaluator ranks behavior on a scale anchored by statements about an employee’s behavior

19
Q

Critical Incident

A

Method of performance measurement based on managers’ records of specific examples of the employee acting in ways that are either effective or ineffective

20
Q

SMART Goals

A

Specific, Measurable, Attainable, Realistic and Timed

21
Q

Gig Workers

A

Independent workers employed by an organization for short term engagments