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CHRP > Training & Development > Flashcards

Training & Development Flashcards

1
Q

What is performance management?

A

Process of estimating performance expectations, designing interventions and programs to improve performance, and monitoring success of such

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2
Q

Training is the #1 _______________ for many organizations

A

Attraction and retention tool

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3
Q

Training development can be described as…

A

Formal and planned efforts that allow one to acquire KSAOs

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4
Q

Training is considered ________ while development is considered ________

A

Short-term (current job) / Longer-term (future responsibilities)

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5
Q

Why does training matter?

A

To get everyone on the same level, increase human capital, develop skillsets

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6
Q

What are the organizational benefits of training?

A
  • Strategy (provides e’e with KSAOs to achieve org goals)
  • effectiveness (increases success, comp. advantage), ‘
  • recruitment, retention (attracts, keeps top talent)
  • provides sound ROI
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7
Q

What are the employee benefits of training?

A

Intrinsic: Improved Knowlede and skills, self-efficacy, sense of belonging, positive attitude towards org)

Extrinsic: Higher earnings, marketability, employment security, opportunity for advancement

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8
Q

What are the societal benefits of training?

A

Educated and; employed population, health and safety (reduces serious incidents), economy and standard of living

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9
Q

What % of workers in Canada have access to training and development?

A

54%

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10
Q

What is the current problem with training and development (TD) in Canada?

A

Underinvestment in TD

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11
Q

What makes up the environmental context of T&D?

A

Global competition, technology, labour market, organizational change

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12
Q

What makes up the organizational context of T&D?

A

Organizational strategy, organizational structure, organizational culture

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13
Q

What is the strategic HRM process?

A

Business strategy -> HRM strategy -> learning and; training strategy -> T and D programs

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14
Q

What are the components of the ISD (instructional systems design) model?

A

Needs analysis, training design &; delivery, evaluation

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15
Q

(ISD) What are the components of a needs analysis?

A

Organizational, task, person

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16
Q

(ISD) What are the components of design & delivery?

A

Training objectives, training content, training methods, learning principles

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17
Q

(ISD) What are the components of evaluation?

A

Evaluation criteria, evaluation design

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18
Q

What is organizational learning?

A

Process of creating, diffusing, and applying knowledge in an organization

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19
Q

What are the benefits of organizational learning?

A

Needed to thrive and be globally competitive, uses new information to change behaviour to achieve objectives and improve effectiveness, continual improvements in work systems, products and productivity, services, management and e’e behaviour, and efficiancy

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20
Q

The process of workplace learning that occurs naturally, not planned or designed, and involves informal social interactions is? What % of learning is done this way?

A

Informal learning / 70%

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21
Q

The process of workplace learning that is structured and planned by the organization? What % is learning is done this way?

A

Formal learning / 30%

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22
Q

What are the components of a multi-level system of organizational learning?

A

Organizational (environment, culture, vision)
Group (interacting, norms)
Individual (formal, informal)

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23
Q

What is the goal of T&D?

A

Acquiring knowledge and skills, changing behaviour as a result of experience

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24
Q

What are the outcomes of learning?

A 
Verbal information (declarative knowledge)
Intellectual skills (procedural knowledge)
Cognitive strategies (application of K/S)
Motor skills (physical movements)
Attitudes (internal states)
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25
Q

Verbal information is a learning outcome that encompasses…

A

facts, knowledge, principles

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26
Q

Intellectual skills is a learning outcome that encompasses…

A

start putting things together, concepts, procedures

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27
Q

Cognitive strategies is a learning outcome that encompasses…

A

start learning ‘language’, when/how to use skills, application

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28
Q

Motor skills is a learning outcome that encompasses…

A

how to use equipment

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29
Q

Attitudes is a learning outcome that encompasses…

A

personality, values, shaping experiences.

Really hard to train

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30
Q

What are the levels of the ACT(Adaptive character of thought) Theory?

A

Declarative knowledge, knowledge compilation, procedural knowledge

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31
Q

According to ACT theory, declarative knowledge involves…

A

learning details, knowledge, facts, and information, resource dependant

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32
Q

According to ACT theory, knowledge compilation involves…

A

integrating tasks into sequence

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33
Q

According to ACT theory, procedural knowledge involves…

A

task mastery, automatic and habitual responses, fluid.

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34
Q

Resource allocation theory states…

A

individuals possess limited cognitive resources to learn new tasks

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35
Q

What are the three learning theories?

A

Conditioning theory, social cognitive theory, adult learning

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36
Q

The learning theory ‘conditioning theory’ involves…

A

Learning as a result of reward and punishment (shaping, chaining, generalization)

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37
Q

The learning theory ‘social cognitive theory’ involves…

A

Learning through observing the behaviour of others (observation, self-efficacy, self-regulation)

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38
Q

The learning theory ‘adult learning’ involves…

A

androgogy (adult learning) should be collaborative and supportive to be successful

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39
Q

Maslow’s Need Hierarchy is a motivational theory that states…

A

Humans have 5 sets of needs in hierarchical order, with the most basic needs at the bottom. The bottom needs must be satisfied before reaching to the higher needs.

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40
Q

What are the 5 needs mentioned in Maslow’s Need Hiararchy in order from lowest to highest?

A

Physiological, safety, belongingness, esteem, self-actualization

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41
Q

Alderfer’s ERG is a needs motivational theory that involves the following needs:

A

existence, relatedness, growth

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42
Q

The expectancy theory is a process theory of motivation is:

A

the theory that energy a person directs towards an activity (motivation) is dependent on a number of factors. These are expectancy (probability), instrumentality (outcome), and valence (attractiveness)

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43
Q

The goal setting theory is a process theory of motivation that states:

A

goals are a good predictor of motivation

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44
Q

What are the personality variables that predict training motivation?

A

Locus of control, achievement motivation, anxiety, conscientiousness, self-efficacy

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45
Q

What is the most important step of the ISD model?

A

Needs analysis as it determines gaps or deficiencies in individual and organizational performance

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46
Q

What are the outcomes of a needs analysis?

A

Determine if T&D is a good solution
Where training is needed
What type of training is needed
Who should receive the training

47
Q

What are the 4 steps of a needs analysis?

A
  1. A concern arises
  2. Determine if the concern is important
  3. Consult stakeholders
  4. Gather information (organizational/person/task)
48
Q

The organizational level of a needs analysis involves collecting information about…

A

organizational environment, learning values, who they are and what they represent, how much money is available for training

49
Q

The task level of a needs analysis involves…

A

picking a specific job, checking the job description, create rating scales for job description tasks with rows for frequency and importance, survey a sample, analyze and interpret, provide feedback

50
Q

The person analysis level of a needs analysis involves…

A

picking a specific job, checking the job description, create rating scales for job description tasks with rows for competency level, survey a sample, determine gap, identify obstacles

51
Q

What are the components of training design and delivery?

A

Creating objectives, content, training methods, and learning principles

52
Q

What are the activities involved in training design?

A

writing training objectives, determine if they should purchase or design the training program, create request for proposal (RFP), determine training content, decide training methods, incorporate active practice, consider elements for active learning

53
Q

What elements should the objective statement include in a training design?

A

Who, what, where, when, and how?

Performance, condition, criterion

54
Q

What are the different types of training methods?

A

Instructional methods/media (techniques to stimulate learning)
Off-the-job (outside work setting)
On-the-job (at the trainee’s workstation)
Technology based (course delivered via technology)
Blended (combination of the above)

55
Q

The off-the-job training method ‘lecture’ involves…

A

the trainer presents the trainees content to be learned

56
Q

The off-the-job training method ‘discussion’ involves…

A

two-way communication between trainer & trainees, and between trainees

57
Q

The off-the-job training method ‘case study’ involves…

A

trainees discuss, analyze, and solve problems based on a real situation

58
Q

The off-the-job training method ‘case incident’ involves…

A

a problem or issue being presented for analysis

59
Q

The off-the-job training method ‘behaviour modelling training’ involves…

A

trainees observe models performing task and attempt to imitate

60
Q

The off-the-job training method ‘role play’ involves…

A

trainees practice new behaviours in safe environment

61
Q

The off-the-job training method ‘simulations’ involves…

A

use of operating models of physical or social events designed to represent reality

62
Q

The off-the-job training method ‘games’ involves…

A

structured competition that allows e’e to learn specific skills

63
Q

The off-the-job training method ‘action learning’ involves…

A

trainees study and solve real-world problems and accept responsibility for the solution

64
Q

What is the aptitude treatment interaction?

A

Effect of training method depends on trainee characteristics.
Trainees with high ability need less structure and greater complexity, trainees with low ability need greater structure and less complexity

65
Q

Factors to consider when determining training method:

A

cost and resource availability, on-the-job application, trainer skills and preferences, trainee preferences and characteristics

66
Q

The on-the-job training method ‘job instruction training’ involves…

A

formalized, structured, and systematic approach that consists of four steps: preparation, instruction, performance, and follow-up

67
Q

The on-the-job training method ‘performance aid’ involves…

A

a device at the job site that helps an e’e perform their job

68
Q

The on-the-job training method ‘job rotation’ involves…

A

trainees are exposed to many functions and areas within organization

69
Q

The on-the-job training method ‘apprenticeship’ involves…

A

training for skilled trades workers that combines on-the-job and classroom instruction

70
Q

The on-the-job training method ‘coaching’ involves…

A

a more experienced and knowledgeable person is formally called upon to help another person develop the insights and techniques pertinent to their job

71
Q

The on-the-job training method ‘mentoring’ involves…

A

a senior member of an organization that takes a personal interest in the career of a junior e’e

72
Q

Explain the four steps of job instruction training

A

PIPF

  1. Preparation -> putting the trainee at ease, guaranteeing learning, building interest
  2. Instruction -> show trainee how to perform, repeat and explain in more detail, allow trainee to see whole job again
  3. Performance -> ask trainee to perform easier parts of job, then allow them to perform entire job
  4. Follow-up
73
Q

Pros and cons of off-the-job training?

A

Pros:
variety of training methods, can control training environment, many can be trained at once

Cons:
more costly than on-the-job, training environment differs from workplace - transfer challenge

74
Q

Pros and cons of on-the-job training?

A

Pros:
lower cost, greater likelihood of training (less difficult to transfer)

Cons:
distraction in work environment, potential equipment damage, disruption/slow down of service, potential safety issues

75
Q

When you use technology-based training the responsibility switches from the _________ to the ________

A

trainer / trainee

76
Q

The computer based training method ‘instructor-led training’ (ILT) involves…

A

instructor who leads/trains online or only be available for help

77
Q

The computer based training method ‘self-directed learning’ (SDL) involves…

A

responsibility on individual/groups for learning/managing learning experience

78
Q

What are the advantages and limitations of SDL (self directed learning)?

A

Benefits:
learn at own pace, training time may be reduced, learn what is relevant to their needs, become independent and acquire skills enabling more efficient/effective learning, reduces dependence on formal training, can learn according to own style

Limitations:
trainees may learn wrong things/not learn all there is to know, trainees may waste time accessing resources and finding helpful materials, SDL takes time

79
Q

The computer based training method ‘Asynchronous training’ involves…

A

pre-recorded and available to trainee at any time and place (online/distance education), EPSS

80
Q

The computer based training method ‘Synchronous training’ involves…

A

live training requiring trainees to be at computer at set time (chat, webinar, conference)

81
Q

The learning style that emphasizes interactive learning where trainees and instructors learn from each other is called…

A

social constructivism

82
Q

What training design would you recommend to serve large pools of trainees geographically dispersed?

A

Computer-based training (CBT)

83
Q

CBT (computer-based training) is more effective for:

A

procedural and declarative knowledge using blended training methods

84
Q

Advantages and disadvantages of CBT for trainees?

A

Adv:
available all the time, learner control, progress at own pace, reduced travel (geographically flexible)

Dis:
less interpersonal contact, doesn’t support all learning styles, potential computer illiteracy

85
Q

Advantages and disadvantages of CBT for organizations?

A

Adv:
all trainees receive same training, large numbers in short period, track trainees’ performance, increased efficiencies and cost savings

Dis:
resistance to tech-based training, cost of development

86
Q

Why should one consider a blended delivery approach?

A

Trainers mix variety of methods to suit objectives/needs of learners/needs of organization.
Allows trainees to learn in best way for them/multiple learning outcomes to be achieved/increases training transfer.

87
Q

What are the 5 factors to consider in training method choice?

A
  1. Training objectives and learning outcomes
  2. Cost/resources available
  3. On-the-job application of learning
  4. Trainer’s skill and preferences
  5. Trainee characteristics

*OCASC

88
Q

What are the activities of training delivery?

A

Develop lesson plan, chose the trainer, decide which trainees should attend training, determine training materials and equipment required, prepare training site, schedule training program, administer the training, implement training program

*DTTMPSAI

89
Q

What is the blueprint that outlines the sequence of activities to take place in the training program?

A

The lesson plan

90
Q

What is the cohesive unit of instruction with a specific learning outcome?

A

The lesson

91
Q

A trainer is a _________

A

SME, able to make material interesting, expressiveness, engaging, seductive details

92
Q

Training materials are _____________ while training equipment is __________

A

expendable / non-expendable

93
Q

The ideal seating arrangement which facilities discussion and active learning is called:

A

High participant involvement

94
Q

What is the generalization of knowledge and skills learned in training on-the-job and maintenance over time referred to as?

A

Transfer of training

95
Q

According to the transfer problem, what percent of knowledge learned in training is not applied on-the-job?

A

60-90%

96
Q

What are some barriers to transfer of training?

A

Manager doesn’t support trained behaviours, culture, no opportunity to use skills, skills not applicable, systems/processes don’t support the skills

97
Q

Positive transfer of training refers to:

A

trainee applies new KSA acquired in training on the job

98
Q

Zero transfer of training refers to:

A

doesn’t use new KSAOs on the job

99
Q

Negative transfer of training refers to:

A

training has negative effect and trainees performing worse due to training

100
Q

Near transfer of training refers to:

A

extent trainees can apply what was learned to similar situations as training

101
Q

Far transfer of training refers to:

A

extent trainees can apply what was learned to different situations as training

102
Q

Horizontal transfer of training refers to:

A

transfer across different settings/contexts at same level

103
Q

Vertical transfer of training refers to:

A

transfer from trainee level to organizational level outcomes

104
Q

The training of transfer process is:

A

training inputs -> training outputs -> conditions of transfer

105
Q

What are the trainee characteristics most strongly associated with a successful transfer of training?

A

1 Cognitive ability, then self-efficacy, goal orientation, job attitudes, personality traits

106
Q

A good training design would entail:

A

identical elements to real life, general principles in play to link to ‘why’, stimulus variability

107
Q

Transfer of training interventions that can facilitate a stronger transfer

A

Relapse prevention, self-management, goal-setting

108
Q

Post training supplements to increase rate of transfer would be:

A

Booster sessions, self-coaching, upward feedback

109
Q

All factors in the person, training, and organization that influence transfer of learning to the job

A

Transfer system

110
Q

Training evaluation is:

A

process to assess the value and worthiness of a training program to e’e and the organization

111
Q

Kirkpatrick’s hierarchical model of training evaluation involves 4 levels of training which are:

A

Reactions, learning, behaviours, results

112
Q

COMA is a model of training evaluation that assesses:

A

Cognitive, Motivation, Organization, Attitudes

113
Q

The main reasons for failure of training:

A

not aligned with business needs, too expensive, not held accountable for success

CHRP (10 decks)

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