Training and Development Flashcards
provides new employees with the basic background information they need to function
Employee orientation
graphic relationship between the value of the job and the average wage paid for the job
Wage curve
giving new or current employees the skills they need to perform their jobs; it is essential to good management
Training
can expose employers to negligent training liability when failed to provide adequate training for their employees; example, inadequate training in safety may cause harm to an employee or customer
Inadequate training
identifies the training employees will need to fill these future jobs
Strategic needs analysis
ADDIE
- Analysis
- Design
- Develop
- Implement
- Evaluate
ADDIE training
This phase is all about understanding the learners’ needs, the training goals, and the context. It involves defining what the learners need to know, the skills they need to acquire, and identifying any knowledge gaps. It also includes a needs assessment to determine the best training approach.
Analysis
ADDIE training
In this phase, you develop a blueprint for the training program. This includes outlining learning objectives, deciding on the content to cover, choosing instructional strategies, and determining assessments. The goal is to create a structured plan that aligns with the learning goals identified in the Analysis phase.
Design
ADDIE training
This phase involves creating the actual training materials. It could include producing videos, writing instructional guides, designing quizzes, or developing e-learning modules. The goal is to create all materials and resources based on the design specifications.
Development
ADDIE training
Here, the training is delivered to the learners. This may involve classroom sessions, online courses, or a blended learning approach. The goal is to ensure that the training is accessible, runs smoothly, and is supported by instructors or facilitators as needed.
Implementation
ADDIE training
This phase assesses the effectiveness of the training. It includes both formative evaluation (throughout the design and development) and summative evaluation (after implementation). Feedback is gathered to determine if learning objectives were met, and insights are used to refine and improve the program for future iterations.
Evaluation
a detailed study of the job to determine what specific skills the job requires
Task Analysis
is a method used for screening job applicants and will not likely be used to identify training needs
Work sampling
consolidates, usually in one diagram, a precise overview of the competencies someone would need to do a job well
Competency model
process of verifying that there is a performance deficiency and determining whether the employer should correct through training or some other means (like transferring employee)
Performance analysis
FOUR STEPS IN TRAINING PROCESS
- Needs analysis
- Instructional design
- Implement the program
- Evaluation
identify the specific knowledge and skills the job requires, and compare these with the prospective trainees’ knowledge and skills
Needs analysis
formulate specific, measurable knowledge and performance training objectives
Instructional design
actual training
Implement the program
assess the program’s success
Evaluation
having a person learn a job by actually doing it; a training method that is most frequently used by employers; also applies job rotation
OJT – on-the-job training
process by which people become skilled workers through a combination of formal learning and long-term on-the-job training
Apprenticeship
step-by-step training
Job instruction training
systematic method for teaching job skills that involves presenting questions or facts, allowing the person to respond, and giving the learner immediate feedback on the accuracy of his/her answers
Programmed learning
