Training

Question 1

Systematic acquisition of skills, rules, concepts, or attitudes that result in improved performance

Answer 1

Training

Question 2

The ultimate purpose of employee training

Answer 2

To increase an organization’s profits

Question 3

To determine types of training that are needed in an organization

Answer 3

Needs analysis

Question 4

Determine organizational factors that either facilitate or inhibit training

Answer 4

Organizational analysis

Question 5

To determine how employees learn to perform each task or obtain each competency

Answer 5

Task analysis

Question 6

Developing a training program

Answer 6

• establish goals and objectives

- motivate employees

Question 7

Skill-based pay

Answer 7

Employee participates in a training program that is designed to increase a particular skill an employee needs either to be promoted or to receive a pay raise

Question 8

The biggest factor in employee motivation to apply training

Answer 8

The atmosphere set by management

Question 9

Classroom learning

Answer 9

• internal trainers less expensive than internal
• external trainers are hired if org. lack expertise on a particular group
• holding training off site make employees away from work site thus concentrate

Question 10

Case studies

Answer 10

Members of a small group each read a case which is either real or hypothetical situation typical of those encountered on the job
-problem-solving skills

Question 11

Distance learning

Answer 11

-learn material at own pace

> Programmed Instruction

• offerred through books or e-learning
• self-paced , active involvement of each trainee; present info in small units

> Computer-based training

• not web-based
• interactive video usage

> E-learning

• Webinar: interactive web based seminar
• Webcast: programs transmitted over web; one way communication

Question 12

Informal training by experienced peers and supervisors that occurs on the job and during the job tasks

Answer 12

On-The-Job training

-works best for teaching skills that require supervision to learn and are best learned through repetition and benefit from role modeling

Question 13

Modeling (Social Learning)

Answer 13

• We tend to model behavior of people who are similar to us, who are successful and who have high status
• Observe, retain, reproduce modeled behavior

Question 14

Job Rotation

Answer 14

• Allows lateral transfers within an organization and greater flexibility in replacing absent workers
• also called as CROSS-TRAINING

Question 15

Apprentice training

Answer 15

• With formal class and works with an expert for several years to learn a particular trade and perhaps become eligible to join a trade union
• Emphasis is often on the production of work as opposed to teaching new skills to the apprentice

Question 16

Coaching

Answer 16

• Provide just-in-time training, flexible scheduling, customized training, smaller financial commitment
• experienced employees as coaches

DRAWBACKS:
1. Good workers are not necessarily good trainers and vice versa.
Solution: Train-the-trainer
2. Diminishes expert’s productivity
Solution: Pass- through programs (experienced workers are temporarily assigned to the training department)

Question 17

Mentoring

Answer 17

• A veteran in the org. who takes a special interest in a new employee and helps him not only to adjust but also to develop in the organization
• focus is on the relationship while coaching is task-oriented

Question 18

Transfer of training

Answer 18

The more similar the training situation is to the job situation, the more effective training will be

Question 19

Research Design

Answer 19

1. Pretest > Training > Posttest
   - difficult to interpret because there is no control group against which the results are compared
   - significant difference is seen between pretest and posttest
2. Solomon four-groups design
   - most scientifically rigorous of the research designs used to evaluate training
   - allows a researcher not only to control for outside effects also control pretest effect

Question 20

Criteria for Training evaluation

Answer 20

• content validity
• employee reactions (most common)
• employee learning
• application of training
• business impact
• return of investment