Training Flashcards

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1
Q

Training

A

Systematic process through which employees gain knowledge and develop skills that result in improves performance.

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2
Q

Training Analysis

A

Identify the problem. Establish whether it is a training problem. Identify what skills/knowledge/attributes are needed to fix the problem. Identify who needs the training.

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3
Q

Needs Assessment

A

Identifying performance requirements and the gap between desired outcomes and actual performance. Organisational, task and person components.

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4
Q

Organisational Analysis

A

Identifying what training is needed to support the organisation and its goals.

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5
Q

Task Analysis

A

Identifying the training needed to complete a particular job or task within the organisation.

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6
Q

Person Analysis

A

Identifying the training needs of individual employees.

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7
Q

Phases of Learning

A

Cognitive Phase - learn facts and concepts, high error rate and slow performance.
Associative Phase - facts become chunked into routine, errors decline and less concentration is needed.
Autonomous Phase - performance becomes fluid, automatic and correct and can be transferred to a wide range of situations.

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8
Q

Preconditions for Learning

A

Trainee readiness - training must focus on what trainees don’t know and build on previous knowledge
Trainee motivation - trainees must be motivated to learn (establish concrete but achievable goals, involve them in needs assessment and build self-efficacy).

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9
Q

On-the-Job Training

A

Training occurs at the worksite. Minimises cost and maximises motivation and learning transfer, but increases disruption and distractions.

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10
Q

Off-the-Job Training

A

Training occurs at a specialised training facility. Higher cost and reduced motivation, but minimises disruption and distractions.

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11
Q

Evaluation of Training

A

Vital to evaluate training to determine its effectiveness.
train > measure (post-test design)
measure > train > measure (pre/post-test design)
measure > train OR no train > measure (control group design)

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12
Q

Levels of Evaluation

A

Reaction - measure satisfaction of employees with training course (survey)
Learning - how much trainees have learned (test)
Behaviour - measure on-the-job performance (appraisals)
Results - impact on the organisation (profit/injuries etc)
Important to consider other factors when evaluating training (eg markets, initial ability etc).

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