Week 6 - training and developement

Question 1

define Organizational development

Answer 1

a system of planned interventions designed to change an organization’s structure and/or processes to achieve a higher level of functioning.

Question 2

define training

Answer 2

• Systematic acquisition of skills, concepts, or attitudes resulting in improved performance in another environment
• Basic foundation for training programs is learning

Question 3

What is the three step process to training need analysis

Answer 3

• Organizational analysis
• Task analysis
• Person analysis
• Required to develop systematic understanding of where training is needed (organizational), what needs to be trained (task), & who will be trained (person)

Question 4

what are the training objectives

Answer 4

• Drawn from needs analysis
• Akin to unit learning outcomes
• Inform training design and training evaluation.

Question 5

training methods on - on the job training

Answer 5

• Coaching / mentoring: trained by an experienced worker
• Job rotation: to increase the experiences the worker will have
• Special Projects: first hand experience working on real problems/projects
• Apprenticeship: structured process to acquire skills with components off the job too

Question 6

Advantages on the job training

Answer 6

inexpensive, learn while doing increases chances of transfer and get immediate feedback; increases experiences and opportunities

Question 7

Requirements on the job training

Answer 7

trainers need to be trained and given the required materials, and train them to be good instructors

Question 8

what are examples off the job training

Answer 8

Courses, Workshops 
Programmed Instruction
Conferences
Lectures
Books, manuals
Formal training
Simulation

Question 9

advantages of off the job training

Answer 9

two-way dialogue options like conferences and workshops create shared learning etc., cost effective in delivering content/knowledge/process/sequence

Question 10

disadvantage of off the job training

Answer 10

may hamper transfer, may be general to meet all audience needs, sometimes difficult to apply, one-way dialogue if lectures, costly to rewrite/re-video if content needs changing

Question 11

What are some managerial options

Answer 11

• Leader Match
• Rater training: for selection, performance reviews
• Simulations and business games
• Case studies
• Action learning
• Learning journals
• Coaching
• 360 degree feedback

Question 12

advantages and disadvantages of managerial options

Answer 12

• Advantages: good for developing the less obvious capabilities like ‘thinking’ abilities (decision making, judging, what-if thinking), good for thinking through application to the job and applying principles in different environments
• Disadvantages: “patchy” evidence

Question 13

what is distance learning

Answer 13

• Can occur across multiple sites at once
• More affordable, learning-tailored alternative to live instruction
• I-O research emerging

Question 14

what is computer based training

Answer 14

• Allow trainees to individualize their learning experience

- Trainees have more control over instruction

Question 15

define trainee readiness

Answer 15

Whether employees have the personal characteristics necessary to acquire and transfer knowledge from training

Question 16

what are some trainee characteristics

Answer 16

• Goal orientation
• experience levels
• trainee motivation

Question 17

different types of goal orientation

Answer 17

performance:
- Concerned about doing well in training and being evaluated positively; outperforming others
- Approach vs. avoid performance orientation
mastery:
- Concerned about increasing competence for the task at hand and increasing learning.
- Approach vs. avoid mastery orientation

Question 18

Trainee characterisitcs - experience levels

Answer 18

• Novices with low ability need longer and structured training
• Experienced trainees with high ability benefit from shorter less structured training

Question 19

Trainee characterisitcs - Trainee motivation

Answer 19

Extent to which trainees are interested in attending training, learning from training, and transferring skills and knowledge back to the job

Question 20

what are 5 factors to consider on how adults learn

Answer 20

1. Chose the technique that will best develop/encode the KSAOs you are trying to develop
2. Make it practical to have the person develop actively – enhances encoding and transfer
3. Use feedback that is accurate, credible, timely and constructive
4. Ensure the method enhances self-efficacy and trainee expectations that it will be successful (i.e. start simple and get more complex)
5. Adapt methods to the individuals trainee aptitudes and prior knowledge

Question 21

what are the two principles of learning

Answer 21

1- active practice:
Actively participating in training/work tasks
2- automaticity:
Occurs when tasks can be performed with limited attention; likely to develop when learners are given extra learning opportunities (over-learning) after they have demonstrated mastery of a task.

Question 22

define Fidelity

Answer 22

• extent to which tak trained is simialr to task required by job
• physical and psychological fidelity

Question 23

physical fidelity

Answer 23

Extent to which training task mirrors physical features of task performed on job

Question 24

psychological fidelity

Answer 24

Extent to which training task helps trainees develop KSAOs necessary to perform job

Question 25

what are the two types of principles of learning

Answer 25

• whole learning
• part learning
• massed practice
• distrabuted practice

Question 26

define whole learning

Answer 26

• When entire task is practiced at once

- More effective when complex task has relatively high organization

Question 27

define part learning

Answer 27

• When subtasks are practiced separately & later combined
• More effective when complex task has low organization
  e. g., surgeons & pilots

Question 28

define massed practice

Answer 28

Individuals practice task continuously & without rest (e.g., cramming for test!)

Question 29

define distrabuted practice

Answer 29

• Rest intervals between practice sessions

- Generally results in more efficient learning & retention than massed practice

Question 30

define Utility Analysis

Answer 30

• assesses economic return on investment (ROI)

Question 31

what are the benefits of training programs based on

Answer 31

• # of individuals trained
• Difference in job performance between trained & untrained employees
• Length of time training expected to influence performance
• Variability in job performance in untrained employees

Question 32

what are three data collection designs

Answer 32

• non experimental designs
• experimental designs
• quasi experimental designs

Question 33

define non experimental designs

Answer 33

comparison made to standard and not to group untrained people

Question 34

define experimental designs

Answer 34

comparison made to group untrained people. Assignment of people to trained and untrained is random

Question 35

define quasi experimental designs

Answer 35

comparison made to group untrained people. Assignment of people to trained and untrained is NOT random