Training And Development Flashcards
The ability to PREDICT INDIVIDUAL DIFFERENCES in training ability by weeding out those with insufficient ability to profit from the training
Individual Differences in Ability
This is needed in order for learning to take place
Motivation
Trainers must operate under CLOSE SUPERVISION, until employees have achieved a certain degree of proficiency
Active Practice of the Materials
The optimal PRACTICE SCHEDULE for the particular materials or task to be learned must be determined
Mass versus Distributed Practice
It refers to the SIZE of the unit of materials to be learned
Whole versus Part Learning
The discrepancy BETWEEN the training and job environments must be bridged
Transfer of Training
Feedback or Knowledge of RESULTS indicates to learners the level of progress being made and can be very important in terms of maintaining motivation
Knowledge of Results
It refers to the CONSEQUENCES of behavior
Reinforcement
The FIRST STEP in developing an employee training system
Needs Analysis
Used to DETERMINE those ORGANIZATIONAL FACTORS that either facilitate or inhibit training effectiveness
Organization Analysis
Used to IDENTIFY TASK performed by each employees, the conditions under which this task are performed and the competencies
Task Analysis
Used to DETERMINE which EMPLOYEES need training and in which areas
Person Analysis
A training method that uses VISUALS, create HANDOUTS and obtain or create a supporting material
Lecture
A training technique in which employees usually in a group are presented with a REAL or HYPOTHETICAL workplace PROBLEM and ask to propose a solution
Case Study
Training technique that allows trainee to work with EQUIPMENT under ACTUAL working conditions with the consequences of mistakes
Simulation Exercises
