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HRM > Week 3 > Flashcards

Week 3 Flashcards

1
Q

What is EBHRM

A

EBHRM is evidence-based human resource management. It uses scientific evidence and business information to make HR decisions.

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2
Q

Personnel management vs HRM?

A

Personnel management saw employees as a cost. This transitioned into HRM where they view employees as a resource

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3
Q

What is strategic HRM?

A

Aligning HR polciies/practices with organisational strategy

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4
Q

what is job analysis?

A

The process of gathering information about the tasks and responsibilities involved in a job

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5
Q

What are the 3 key schools of learning?

A
  1. Cognitivism
  2. Behaviourism
  3. Experiential learning
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6
Q

What is cognitivism?

A

It focuses on the mind and how information is received, organised, stored, and recalled in the mind. It is about creating associations between different sources of information which are stored as mental schemas. Mental schemas are information storage systems.
The central idea is retention and recall of information

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7
Q

What is behaviourism?

A

Focuses on observable behaviour, and bringing about learning and changes of behaviour through punishments and rewards. The core idea is that learners are sensitive to external stimuli and become conditioned to act in certain ways due to consequences.
Desirable behaviours -> rewards
Undesirable behaviours -> punishment

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8
Q

Experiential learning???

A

Focuses on learning from experiences
Has a 4 stage cycle:
1. Experiencing
2. Reflection
3. Thinking - analyse the observation and evaluate options
4. Act

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9
Q

What are things that can be done to enhance the 3 schools of each learning theory?

A
  1. Cognitivism
    Ensure learners can activate knowledge stored in mental schemas
  2. Behaviourism
    Ensure learners receive feedback/encouragement, and learning environment supports postiive behaviours
  3. Experience
    Ensure learners can actively create their own experience and reflect
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10
Q

What are the learning styles and the 2 dimensions?

A

Learning styles are specific ways in which people learn. It has 2 dimensions:
1. Processing continuum - looks at how people approach a problem. (Do or watch)
2. Feeling continuum - looks at how people emotionally respond to a task

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11
Q

What are the 4 learning styles?

A
  1. Activist - Do and Feel
  2. Pragmatist - Do and Think
  3. Theorist - Watch and think
  4. Reflector - Watch and Feel
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12
Q

is creating learning activities based on learning styles good or bad and why?

A

Bad, as people have different dominant learning styles, and focusing on one style prevents others. Further, there is little evidence that a learning style that matches learning activity creates better results

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13
Q

What are the 4 instructional principles to create a learning activity?

A
  1. Information - provides concepts, facts, info trainees need
  2. Demonstration - shows examples
  3. Practice - creates opportunities to practice
  4. Feedback - provides meaningful feedback with opportunities
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14
Q

What is onboarding?

A

Onboarding is the formal and informal practices to facilitate newcomer adjustments. to make them feel at home

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15
Q

What is socialisation?

A

Defined as the psychological process of employees coming to think of themselves as organisational insiders. Onboarding activitie leads to socialisation

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16
Q

What are 2 goals of onboarding?

A
  1. Information - providing the necessary information
  2. Social / Relationships - developing relationships that help newcomers.
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17
Q

How is information communicated in onboarding?

A
  1. First the basic information is communicated
  2. Then job-specific information
  3. Lastly, orientations and organisation programs to learn about the values and history of the organisation
    Things like training programs and orientations can be used
18
Q

What are benefits of effective relationships in onboarding?

A

Building strong relationships serves 2 purposes:
1. provides avenues for information - so opens information channels.
2. Ensures people belong or feel as though - so creates a support system

19
Q

What are some ways relationships can be develpoed

A
  1. Team member introductions
  2. Orientations with a cohort
  3. Having an “on call” for the newcomer.
20
Q

what are 3 things to focus on during interactions with new hires?

A
  1. Meet early and often
  2. encourage new hires to be proactive
  3. maintain momentum
21
Q

What is the ADDIE model?

A

ADDIE model is used to develop a training program.
1. Analyse - A needs analysis is done, which is the process of gathering and analysing data to determine the learning/development needs. Its the gap analysis between the current and desired state of needs.
2. Design - involves building a programme that meets the learners’ needs by defining an overall approach. its about overall design
3. Develop - involves constructing content and materials
4. Implement - involves delivering the program
5. Evaluate - evaluated for its effects

22
Q

What are the types of needs assessment? What can it be broken down to

A
  1. Needs assessment - looks at what tasks are needed to be trained and who needs them the most. Is it necessary?
  2. Task assessment - looks at what specific tasks need to be trianed.
  3. Person assessment - helps identify individuals who most likely are to benefit from training
  4. Organisaitonal assessment - identifies training priorities based on the company’s strategic goals and whether it has resources to support training
23
Q

What are the 4 key steps in designing a learning activity?

A
  1. Formulation of learning objectives
  2. Planning of assessment strategy
  3. Determining levels, types, and difficulty
  4. Selection of delivery method
24
Q

What are ways managers can add value to the program?

A
  1. Enhance motivation
  2. Frame learning opportunity
  3. Demonstrate behaviourW
25
Q

What is transfer of training?

A

Using the learned knowledge, skills, and attitudes on the job.

26
Q

What are 4 methods to optimise transfer of training

A
  1. Support employees - show interest in trainnig
  2. Provide opportunities to practice - lack of practice is biggest obstacle to training transfer. find opportunities to practice
  3. Performance feedback
  4. Follow up
27
Q

What is KirkPatrick’s model of training evaluation?

A

An approach used to evaluate the impact of training programs. Has 4 levels:
1. Trainee Reaction - how do trainees feel about the training
2. Trainee Learning - how does the learning affect the trainee on the job
3. Trainee Behaviour - does the trainee use what was learned
4. Results - does the training affect outcomes regarding the organisation
5??? - return on investment - provides a financial perspective by calculating monetary benefits compared to costs of program

28
Q

What are current key trends in learning and development?

A
  1. Mobile learning - providing accessible, engaging, bite-sized learning
  2. Social learning - learning through interactions with others
  3. Adaptive learning - learning through personalised programs
29
Q

What is informal learning?

A

Learning resulting from self-reflection and feedback seeking, informal mentoring

30
Q

What is training content and the 2 types of skill?

A

Training content is the core material that is the focus.
1. Hard skills - the quantifiable technical skills
2. Soft skills - interpersonal people skills

31
Q

benefits of e-learning?

A
  1. Microlearning - microlearning is where employees learn in small chunks.
  2. Self-directed learning - where trainees make their own decisions about what to learn, how quickly, etc.
32
Q

What are 2 ways effectiveness of training can be influenced?

A
  1. Conduct a needs assessment to inform decisions on who gets trained and what
  2. Motivate employees to actively engage
33
Q

How are employees motivated?

A

Through 2 ways:
1. communication
2. Behaviour

34
Q

What are 2 ways communication can impact training outcomes?

A
  1. The motivation employees have - employees are more motivated when supervisors frame it postiively
  2. The approach employees take to the training. Learning orientations want to develop new skills, performance orientations want other people to see them as capable
35
Q

How does behaviours impact training outcome?

A

climate is the way employees perceive employer’s policies, procedures. Learning climates support leanring

36
Q

what are the first 3 months simportant for

A

The first 3 months are critical for fostering role clarity, self-efficacy, and social acceptance

37
Q

What are debriefs

A

one-on-one conversations with trainees and make corrections in a low pressure environment

38
Q

what are after action reviews (AARS)

A

it is used to reflect on a shared experience and extract lessons that can be applied in the future

39
Q

what are job aids

A

checklists that help employees apply their training on the job

40
Q

what are knowledge repositories

A

puts individual learning about best practices into a central location, so the content can spread across

41
Q

what are communities of practice

A

Groups of people who voluntarily share expertise about a particular topic or activity

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