Staff Development Training Flashcards
can be defined as a written statement on organizational plans or programs to develop the skills of the workers.
Training policy
means the formal and/or informal work related learning activities undertaken by an employee through opportunities provided by the employing agency, which contribute to an employee’s professional development
and efficiency by: Transition training means written and verbal instructions.
Service Training
It is a programme implemented by a manager or person of authority to provide specific staff members with the
necessary skills and knowledge for their current role.
Staff Seminar
It’s often compulsory for some level of training to be offered to new members of staff as you prepare them for their role.
Staff Seminar
It is a form of introduction that
allows employees and new hires “learn the ropes” of their new job or position and get started easily.
Induction Courses
It is a term professionals in the Human Resources field use for employee training.
Induction Courses
It refers to a method of teaching employees new skills, knowledge, and competencies while they are actually
performing their job duties.
On-the-job training
It refers to an education method where employees learn more about their job or the latest advancements in their field at a location away from their workplace.
Off-the-job training
This type of training is often facilitated by a more
experienced employee or supervisor who guides and instructs the trainee through the learning process.
On-the-job training
This type of training essentially helps employees perform their job more efficiently.
Off-the-job training
It refers to the training provided at the job location by an experienced supervisor or
manager who is passionate about their job and will relay the information to the newly
hired, whereas the off-the-job method involves giving training to the employees at a place other than the real job location, where simulations, videos, and tests are replacing the human interaction.
ON-AND-OFF-
THE-JOB TRAINING?
It is also called ‘hands-on training’ or ‘simulated training’ as well as ‘near the job training’.
Vestibule Training
is usually executed by an outsourced vendor
outside of the company.
ON-AND-OFF-
THE-JOB TRAINING?
It involves creating a replica of the actual work environment where employees can learn and
practice job tasks.
Vestibule Training
is suitable where a large
number of persons are to be trained at the same
time for the same kind of work.
Vestibule Training
The main emphasis is on learning rather than on
production.
Vestibule Training
It is a training course in which people improve their knowledge or skills and
learn about new developments that are related to the job that they do.
Refresher Course
are designed to take learners back to basics so they
can review fundamentals they may have forgotten or upskill on new information
they may be unaware of.
Refresher Course
Whenever several people meet to discuss any particular topic or subject, that is known as a
Conference, Conference Training
Each worker analyzes and discusses various problems related to the topic. Moreover,
this method enables each worker to express their respective viewpoints.
Conference Training
It is a form of experiential learning that involves simulating a real-life situation or scenario and acting out the roles of different characters.
Role playing in HRM
For example, where a new hire has to deal with a difficult customer, a team conflict, or a
compliance issue.
Role playing in HRM
It is to teach employees how to interact with others appropriately, foster a welcoming and safe
environment for all employees, and create a workplace free of discrimination and harassment.
Sensitivity Training
Psychological technique in which intensive group discussion and interaction are used to increase individual awareness of self and others;
it is practiced in a variety of forms under such names as T-group, encounter group, human relations, and group-dynamics training.
Sensitivity Training
since many organizations may
utilize quite a good number of the training methods discussed above it may still be inevitable for them to seek ____________ methods from independent institutions.
Supplementary Training
Public or private organizations use this method by sponsoring their employees in different
institutions of learning.
Supplementary Training
