C235 Study Guide Questions and Answers (Latest Update) Download To Score An AAnalyze how training and development is strategically important in an organiza... [Show More] tion.
The basic aim of training and development programs is to help the organization achieve its mission and goals by improving individual and ultimately, organizational performance.
Differentiate between training and development.
Training is generally regarded as an organization's planned effort to facilitate employees' learning of job-related knowledge, skills, and competencies for the current job. Development has a more long-term focus represented by formal education, job experiences, relationships and assessments of personality and abilities that help employees prepare for future jobs.
Brainpower
Read More
What are the steps of the ADDIE model of training and development.
analysis, design, development, implementation, and evaluation
Age Discrimination in Employment Act
Law that prohibits discrimination in employment against persons age 40 and over. It prohibits disparate treatment where the employer consciously considers age to be a factor in hiring decisions, with certain exceptions for public safety jobs (pilots, bus drivers).
Civil Rights Act.
Law prohibits discrimination in employment practices on the basis of race, color, national origin, religion and sex.
Americans with Disabilities Act
A law that states an employer may not discriminate against either an applicant or a current employee because he or she was previously disabled or appears to be disabled. The key question is whether or not the person can perform the "essential job functions" after the employer makes "reasonable accommodations."
Copyright Act
Prohibits printing, duplication, distribution, or vending copies to another's literacy, artistic, other creative expression except under certain circumstances.
What are the two traditional approaches to the development of competency models?
Trainers have focused on the development of skills and educators have focused on the transmission of knowledge.
What are the limiations with each of these approaches?
Competency models suggest that both of these approaches are too narrow in that effective behavior in any job requires a combination of skills, knowledge, and other characteristics.
What are the 4 competency stages?
Acquiring, applying, mastering and influencing
What two actions are performed to develop a competency model?
(1) Determining traits of employees who hold that positions(2) Identify the organizations top-performing performers (in that role)
What are the competencies a trainer must possess. (see topic 5.6)
1) Training expert (2) SME(3) Consultant (4) Communications expert
What are the three levels of needs assessment.
Organization analysis, task level and person level
What main goal of conducting an organizational level needs assessment
The main goal is to look at the vision and future direction and determine the workforce needs of the future.
What main goal of conducting an task level needs assessment
Analysts are concerned with what needs to be taught in a training program and how certain skills and knowledge translate into task performance.
What main goal of conducting an person level needs assessment
Here the focus is on individual employees and how well they perform their jobs.
What is the best method to determine the effectiveness of a training program
Assign some trainees randomly to an experimental group and leave the rest in a control group that will receive no training
What are the five principles for the design of training for adult learners
1. Need to know "the why" for any training they are asked to undertake2. Need to be self-directed in their learning3. Bring extensive work-related experiences into the training, which needs to be acknowledged4. Enter the training with a problem-centered approach to learning and seek immediate application5. Learn best through "Praxis," a Greek word meaning "action with reflection". This suggests that actual member of repetitions may be less important for adult's learners than the opportunity to reflect back and analyze the impact of actions taken.
Descirbe each of the 4 learning styles
Diverger, Assimilator, Converger & Accommodator
Diverger
Concrete experience & reflective observation. (A person who learns by feeling or observing)
Assimilator
Reflective observation & abstract conceptualization. (A person who learns by observing and thinking)
Converger
Abstract conceptualization & active experimentation. (thinking and doing)
Accommodator
Active experimentation & concrete experience (doing & feeling)
How does the Gestalt learning" theory influence the design of training
The Gestalt learning theory influence the design of training because trainees need to know "the why" of the training. Adults learn best when they can see the big picture (the Gestalt) before being introduced to the details. They need to know how the training connect with the business, its strategic success and overall goals and mission. They also need to see that something is in it for them (WIIFM). Both these goals may be met with the articulation of behavioral learning objectives to be obtained from the training side-by-side comparison with business goals.
Describe when each of the following types of training are approprate for a given situation.
Lecture, role playing, case study, discussion & simulations**TYPES OF TRAININGS!
Lecture
This is the traditional "stand-and-deliver" mode of training. It is helpful for introducing trainees to new information or new models and frameworks. It is economical in the sense that a large number of trainees can be exposed to new information in this way.
Role Play
is an active learning technique in which employees act out situations under the guidance of a trainer. In each scenario, employees take on a role and act out the scene as though it were real.
Case Study
Provides a realistic situation for trainees who must put themselves in the shoes of the decision maker in the case and try to resolve a problem using materials or frameworks learned in the training.
Discussion
Group discussion provides a forum for the exchange of the information wherein the facilitator is not the expert, but rather the participants are. Group discussion can occur with groups of various sizes, from two ("pair and share") to much larger.
Simulations
All trainees to learn by doing in realistic circumstances, but without the penalties of making mistakes on the job. Both simulations and structured exercises typically involve a facilitator and allow participants to practice skills and apply knowledge they have just gained in a training program.
What is the main difference between synchronous and asynchronous learning
synchronous - A type of e-learning wherein the participants gather in real time to interact with the facilitator, the course content, and the other participants. asynchronous - A type of e-learning in which students do not interact at the same time, but whenever they are available.
Define "blended learning"
All information and knowledge sharing that has been done in class traditionally through lecture is "flipped" to an online environment and class time is used instead for discussion, synthesis, and application
Decsribe the best practice in conducting a pilot program
The best practice in conducting a pilot program is to ask a group of potential trainees and their managers to participate in a run through of the training and then ask for their feedback and ideas for improvement. The "pilot program" should be offered in a controlled environment.
What is the best method to determine the effectiveness of a training program
Assign some trainees randomly to an experimental group and leave the rest in a control group that will receive no training
What are the common characteristics that good trainers will possess
Training expert - is well-versed in adult learning theory, experienced in teaching in a variety of settings, uses active learning strategies, and engages the participants well., SME - Is an expert in program content, is able to answer questions, relate practical experiences, and conduct problem-solving exercises., consultant - A consultant uses consultative skills, understands the business model of the organization and the relationship of the training to business strategy, and enhances learning by observing, describing, and coaching. communication expert - Exhibiting strong communication skills through reflective listening and supportive communication, a communications expert is familiar with group dynamics and group processes and is an experienced presenter and facilitator of group discussions.
Tiered lecture hall
A tiered lecture hall with seats all facing the front and immovable desks in front of each seat creates one type of feel for a training facility - namely, participants expect a lecture.
Circular tables
A circular table and lots of materials available on each table creates another type of feel - namely, this is going to be a highly interactive session wherein participants will be working with others at their table.
Traditionalist
Stable, orderly learning environment; appreciated for their past experiences
Baby Boomers
Respond well to interactive training activities, such as group exercises. Like well-organized training materials with an overview of the information and an easy way to access more detail, Especially motivated to learn if they see personal advantage in the training"
Gen Xers
Prefer a self-directed learning environment; responds well to training methods that allow them to work at their own pace, i.e videos, internet based training or CD-ROMS
Millennials
Like to learn by working alone, prefer blended learning approach with self paced online learning for basic concept and knowledge followed by group activities and hands on practice working with others
Expatriation training
Sending employees overseas.
Repatriation training
Bringing employees back home after an overseas assignment.
In-country training
A learning activity taking place in a classroom or workshop with formally designated instructor(s), learning objectives, and outcomes, conducted full-time or intermittently within the host country. This post-arrival training may include on-going language instruction as well as additional sensitivity training in cultural differences. It might also include assigning a host country mentor, someone who "knows the ropes" in the new country, who greets the expat and family upon arrival, and is available for counsel throughout the posting.
Define "transfer of training"
Transfer of training means that trainees effectively and continually apply what they learned in training (new skills, knowledge, attitudes, behaviors, etc.) back on the job.
Define "near transfer"
A trainee's ability to apply the learnings from training in contexts that are identical or quite similar to that of the training environment.
Define "far transfer"
The trainee's ability to apply learned knowledge and skills to a work environment that may be quite different from the training environment.
What the strategies to enhance transfer of training before the training session?
- Cast a broad net- Seek support of management -Prepare trainees- Use pre-work- Examine attitudes- Foster motivation- Design for fidelity
What the strategies to enhance transfer of training during the training session?
- Illustrate principles- Teach self-management- Use questions- Make it applicable
What the strategies to enhance transfer of training after the training session?
- Foster ongoing support- Relapse prevention training
What are the benfits of evaluting training programs?
Evaluation involves the systematic collection of data and information necessary to make effective decisions related to the selection, adoption, value and modification of training activities.
Reaction
Find ways to make training more enjoyable
Behavior
The organization's normal performance appraisal process or a specially designed performance observation technique can be used to attempt to measure changes in behavior. Peers, subordinates, customers, and others in addition to the direct supervisor can be canvassed to determine if noticeable changes have occurred.
Results-level assessment
1. Estimating the ROI gained from the training 2. Assess benefits from a company's training program for the time and resources committed to the effort
Be able to calculate return on investment (ROI) without using the book.
ROI=Return / Investment - EXAMPLE Return = 10 * $40,000= $400,000 Investment = cost of training = $500,000 ANSWER ROI = Return / Investment = $400,000/$500,000 = .80 = 80%
What is a key element of the organizational entry stage?
For employee selecting an appropriate offer. For the organization, having an effective orientation and on-boarding programs for new employee
What is a key element of the early-career stage?
Learning to balance their own personal identities with development of close and trusting relationships and subjugating their own ego identities to something bigger then themselves.
What is a key element of the mid-career stage?
Occurs during our 30's and 50's, employees begin questioning if they are on the right track at mid-career. At this stage, organizations can help employees with their re-examination in the hope that such reappraisal will lead to a re-invigoration and re-commitment to new and challenging career goals. Hudson propose a cycle of adult development that he calls "the renewal cycle."
What is a key element of the later career stage?
This stage occurs when we are in our mid-50's 60's and beyond. In this stage, it is important to remain productive in work. Possible shifts to consulting happen in this stage as well as preparing for retirement.
What is Hudson's renewal cycle
Hudson's renewal cycle provides an approach for dealing with mid-career challenges. The basic knowledge of the renewal cycle model is that no matter how well prepared and "gung ho" someone is at the beginning of their career, there invariably comes a time when one feels "stuck in the doldrums" negative, reactive, feelings of being trapped, wanting to reassess and re-evaluate one's life and career choices.
Hudson's renewal cycle is applicable to which stage of career development?
Mid-career
Describe the benefits of a new employee orientation program
The single most common type of training program. Typically, it is the first training program that a new employee encounters, designed to clarify expectations, policies, the business model, organizational culture, etc.
What two types of information do employees need to know as part of orientation?
Organization level and Department level information
What are some examples of "Organization-Level Information"
Organization overview including history, mission, vision, values, culture and strategy. Organization-level policies and procedures, compensation, employee benefits and services. Safety and accident prevention. Physical facilities (cafeteria, workout areas). Customer relations. Employee and union relations.
What are some examples of "Department-Level Information"
Department role, functions, and guiding philosophy (2) Specific job duties and responsibilities (3) Policies, procedures, rules, and regulations (4) Performance expectations, including relations with peers and with other departments "
Describe HR's role in the new hire orientation/socialization process
- Highlight key policies- Providing an overview or the organization- Providing realistic job preview
What are the three steps of the performance management cycle?
1. Establish/define goals and clarify expectations 2. Provide feedback & coaching/development 3. Evaluate performance and conduct performance reviews
What are the organizational benefits of effective performance management.
1. Lower turnover 2. Higher productivity per employee 3. Improved business results
What are the individual benefits of effective performance management
1. Understand organizational expectations 2. Management can do better job with job promotions
Ranking
Involves the ranking of ratees against others in the same department or job classification. List employees from best to worst.
Forced distribution
The rate is forced to divide candidates into predetermined categories (top 10% will receive excellent, bottom 20% will receive unsatisfactory) Using percentage to rank
Trait-rating
Several dimensions of job performance are analyzed and "anchored" only with numbers or adjectives ("above average" or "needs improvement").
Behaviorally anchored rating scales
Several dimensions of job performance are drawn from a job analysis and "anchored" at each of several points with statements of behavior reflecting the level of performance.
360 Degree
Receiving feedback from all those affected by the work of a particular individual, including customers, suppliers, bosses, subordinates, peers, and others.
Describe effective strategies for overcoming obstacles to effective performance appraisal.
1. Reviews focused on supervisor (listen to employee views and create personal development plan) 2. Trouble preparing employees review (Employee self review to start conversation) 3. Review process to help employees improve
Describe how to create legally defensible performance appraisals
1. Evaluate of abstract/traits (honesty, dependability, etc.) should be avoided unless traits can be defined and observe 2. Ratees should be provided with feedback of result 3. No performance evaluation should rely solely on judgement of single individual without input
Differentiate between leadership and management
Leadership relates to determining the organization's vision and providing direction. The source of this influence may be either formal or informal, but wherever it comes from, it encourages followers to commit to a changed course of action. Management, on the other hand, is about coping with day-to-day operations. It brings consistency, order, and efficiency. Leadership facilitates changes.
Behavioral
If what a leader is doesn't seem to explain effectiveness, perhaps it is what a leader does.
Situational Leadership
The theory that the "secret sauce" to leadership lays in the interaction between the leader's behavior and the situation he or she faced.
Trait
The theory that leaders are born which basically assume that leaders are born and not made
Action learning
An approach to leadership development that integrates classroom learning and on-the-job learning by working on real problems.
Job Enlargement
Expands the present job horizontally involves combining various activities at the same level in the organization and adding them to the existing job.an employee can get a wider range of his or her objectives without his or her job in a repetitious manner.
Job Enrichment
Expands the present job vertically which gives more autonomy or authority. gives the employee additional authority, autonomy, and control over the way the job is accomplished
Coaching
A development approach that provides personal and direct support to individuals as they achieve a specific competence.
Mentoring
An experienced senior employee who helps develop a less-experienced employee.
Identify the supervisor's role in the performance management process.
Managers establish goals and expectations. Expectations must be clear, mutually understood and in measurable terms.
Identify HR's role in the performance management process.
(1) Highlighting key policies and procedures (2)Providing an overview of the organization (3) Providing realistic job previews
Identify effective performance appraisal practices (.i.e ) legally defensible)
(1 ) Based on job analysis (2) Ccommunication of performance standards (3) Raters should have ample opportunity to observe the performance of the ratee ( 4) shouldn't rely solely on the judgment of a single individual without input and checks by others
What are the key elements of conducting an effective performance reivew session
(1) Keep effective records (2) actively listen to, the employee's perspective on his or her performance (3) Providing specific tips for improving performance
Describe effective methods to coach employees
Set specific standards
How are progressive discipline procedures determined in a unionized work setting
Progressive discipline procedure is written into the collective bargaining agreement
What are the characteristics of progressive disciplinary procedures in nonunionized work settings
Similar to unionized work setting but organizations have considerable freedom to construct the policies
Describe the process for creating a performance improvement plan (PIP).
• Identify the performance that needs improvement or the behavior to be changed. • Give easy-to-understand expectations and measurable objectives concerning the work to be done or behavior that must be corrected. • Find the support to help the employee make the suggested improvements. • Establish a plan for reviewing the employee's line of progress and giving clear feedback to the employee for the length of the performance improvement plan.• Specify consequences the employee faces if performance does not improve.• Specify possible ramifications if performance standards as identified in the PIP are not achieved.
Describe the steps for preparing for and the termination of employment
• Have multiple members of management review the employee termination decision • Take detailed notes on employee grievances during the termination process • Conduct the termination in a neutral area to help both parties communicate [Show Less]
