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Human Resources Management Final Exam > Week 8 - Orientation and Career Development > Flashcards

Week 8 - Orientation and Career Development Flashcards

1
Q

What are the main purposes of L & D?

A

Expedite acquisition of the knowledge, skills, and abilities required for effective job
performance.
• Provide employees with career growth opportunities consistent with organizational
goals, objectives, and strategies.

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2
Q

what are Knowles 5 Assumptions of Adult Learning (Andragogy)?

A
  1. Self Concept
  2. Adult Learner Experience
  3. Readiness to Learn
  4. Orientation to Learning
  5. Motivation to Learn
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3
Q

Self Concept is

A

shift from dependent human being to self-directed

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4
Q

Adult Learner Experience

A

as a person matures, the believe they accumulate a wealth of knowledge/experiences that increases resource for learning

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5
Q

Readiness to Learn

A

readiness to learn is oriented toward the developmental tasks of his/her social roles

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6
Q

Orientation to learning

A

shift from subject-centredness to problem centredness

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7
Q

Motivation to learn

A

as a person matures the motivation to learn is INTERNAL

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8
Q

Multiple Intelligence Theory (Howard Garner) has how many intelligences?

A

Eight

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9
Q

The EIGHT MI are?

A 
8 types of smart
(Visual) Picture
Musical
Body (Kinesthetic)
Interpersonal
Verbal Linguistic
Logical / Mathematical
Naturalistic
Intrapersonal
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10
Q

a longer-term process that focuses on
helping new employees become a part of the
organization, building crucial relationships, understanding their role and learning how they add value is

A

ONBOARDING

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11
Q

Training program used to ensure that the
new employee has the basic knowledge required to
perform the job satisfactorily is

A

ORIENTATION

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12
Q

The 10 - 20 - 60 stands for

A

10% Education based
20% Relationship based
60% Experience based

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13
Q

Examples and purpose of education based (10%) portion

A

training / workshops / videos / reading

purpose: knowledge transfer and awareness
and culture setting

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14
Q

Examples and purpose of Relationship based (20%) portion

A

role modeling, feedback / coaching

purpose: copy a skill / behaviour
- coaching, 360 degree feedback
mentoring

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15
Q

Example and purpose of Experience based (60%) portion

A

development in role, full job change

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16
Q

Learners forget ___ % of what is learned after a 1 hour training event

A

58%

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17
Q

what does “ADDIE” stand for in the ADDIE model

A
  • Analysis
  • Design
  • Development
  • Implementation
  • Evaluation
18
Q

ADDIE Model

Needs, requirements, tasks, participants current capabilities

A

Analysis

19
Q

ADDIE Model:

Learning objectives, delivery format, activities and exercises

A

Design

20
Q

ADDIE Model:

Create, Develop course material, review, pilot session

A

Development

21
Q

ADDIE Model:

training implementation, tools in place, observation

A

Implementation

22
Q

ADDIE Model:

Awareness, Behaviour, Results

A

Evaluate

23
Q

3 Main REPRESENTATIONAL SYSTEMS ( Learning Styles)

A
  1. Visual
  2. Auditory
  3. Kinesthetic
24
Q

Characteristics of Visual Learning Styles

A

Memorize by seeing pictures
• Have trouble remembering verbal instructions
• Tend to stand up straight, breathe from the top of the chest
• Prefer to stand back so they can see you
• Interested in whether things ‘look good’
• Tend to move, think and talk faster
• Likes to take notes using pictures and drawings

25
Q

these traits fall under this learning style:
Learn by listening
• Can repeat things back to you easily
• Breathe from middle of chest
• Tone of voice very important
• Interested in whether things ‘sound right’
• Like to be close enough to hear you

A

Auditory

26
Q

these traits fall under this learning style:
Uses 5 senses when communicating
• Like to learn by doing / experiencing
• 45 min work – 15 min break
• Respond to physical rewards and touch
• Memorise by doing or walking through things
• Interested in whether things ‘feel right’
• Like to be close enough to touch you

A

Kinesthetic

27
Q

The Definition of Learning Transfer is

A

The effective and continuing
application, by trainees to their jobs, of
the knowledge and skills gained in
training - both on and off the job

28
Q

Broad & Newstrom Model - Responsibilities

A

outlines the before during and after responsibilities of the trainer, manager and participant

29
Q

Successful learning can include

A 
Create a process, not an event
▪ Make it aligned with Adult Learning Theory
▪ Make it trendy:
✓ Blended learning
✓ Social learning
✓ Participant autonomy
30
Q

The KIRKPATRICK Model is used to

A

Evaluate Learning

31
Q

4 levels of kirkpatrick’s model

A
  1. Reaction
  2. Learning
  3. Behaviour
  4. Results
32
Q

Level 1: Reaction

A

How do the participants feel about the learning experience

33
Q

Level 2: Learning

A

Evaluating the learning before and after to see how effective it is

34
Q

Level 3: Behaviour

A

behaviour evaluation - how has the training been applied on the job

35
Q

Level 4: Reslts

A

results evaluation is how the training has impacted the business or environment

36
Q

the deliberate process through which someone
becomes aware of personal skills, interests,
knowledge, motivations, and other characteristics;
acquires information about opportunities and
choices; identifies career-related goals; and
establishes action plans to attain specific goals

A

Career Planning

37
Q

Career Development Responsibilities fall on 3 groups

A

The Individual, The Manager, the Company

38
Q

Accept responsibility
Requires: Selfmotivation,

independent
learning, selfpromotion,

networking

A

the Individual’s responsibilities for Career Development

39
Q

Provide feedback,
offer support,
coach/mentor

A

The Manager’s responsibilities for Career Development

40
Q

Provide training &
development
opportunities, offer
career options

A

The Company’s responsibilities for Career Development

Human Resources Management Final Exam (4 decks)

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