T&D TEST 1 WITH QUESTIONS AND ANSWERS
LATEST UPDATE
training
a company's planned effort to facilitate employees' learning of job-related competencies
*only for current job; present focused
goal of training
employees to master the KSAOs needed for the job and then apply them to job
activities
development
formal education, job experiences, relationships, and assessments of personality and
abilities that help employees prepare for the future
*future-focused; used for promotions and transfers
goal of development
to have a talent pipeline
,competitive advantage
an upper hand over other firms in the industry
training helps provide:
-employees with the necessary KSAOs to be successful
-organizational competitiveness
-gives a company a competitive advantage
strategic role; stakeholders
to be effective, training must play a __________ in supporting the organization and
meet the needs of ____________
stakeholders
company leaders, top-level managers, mid-level managers, trainers, and employees
who are end users of learning who have an interest in training and development and
their support is important for determining its success (or failure)
learning; human capital
key components of training
learning
,the acquisition of knowledge by individual employees or groups of employees who are
willing to apply that knowledge in their jobs in making decisions and accomplishing
tasks for the company; a relatively permanent change in human capabilities that does
not result from growth process
*overall goal of training and development
-competitive advantage
-business strategy
-positive organizational outcomes
**human capital
learning needs to contribute to:
human capital
the sum of attributes, life experiences, knowledge, inventiveness energy, and
enthusiasm that a company's employees invest in their work; what employees
contribute to organizational success
**could be more valuable than physical or financial capital
learning methods
-formal learning and training
-informal learning
-knowledge management
, formal training and development
T&D programs, courses, and events that are developed and organized by the company
usually mandatory to attend or complete and primary focus or goal is explicit knowledge
explicit knowledge
can be formalized, codifies, and communicated
ex. checklists, flowcharts, formulas, processes, definitions, and procedures
informal learning
learning that the learner initiated, involves action and doing, is motivated by intent to
develop, and does not occur in a formal learning setting and usually occurs through
observations and social interactions
could be provided without employees' initiative, motivation, action, or control and
facilitates tacit knowledge
75%
How much of the workplace learning occurs by informal learning?
Tacit Knowledge
Personal Knowledge That Is Based On Individual Experience And That Is Difficult To
Explain To Others; Based On Judgments And Intuitions
LATEST UPDATE
training
a company's planned effort to facilitate employees' learning of job-related competencies
*only for current job; present focused
goal of training
employees to master the KSAOs needed for the job and then apply them to job
activities
development
formal education, job experiences, relationships, and assessments of personality and
abilities that help employees prepare for the future
*future-focused; used for promotions and transfers
goal of development
to have a talent pipeline
,competitive advantage
an upper hand over other firms in the industry
training helps provide:
-employees with the necessary KSAOs to be successful
-organizational competitiveness
-gives a company a competitive advantage
strategic role; stakeholders
to be effective, training must play a __________ in supporting the organization and
meet the needs of ____________
stakeholders
company leaders, top-level managers, mid-level managers, trainers, and employees
who are end users of learning who have an interest in training and development and
their support is important for determining its success (or failure)
learning; human capital
key components of training
learning
,the acquisition of knowledge by individual employees or groups of employees who are
willing to apply that knowledge in their jobs in making decisions and accomplishing
tasks for the company; a relatively permanent change in human capabilities that does
not result from growth process
*overall goal of training and development
-competitive advantage
-business strategy
-positive organizational outcomes
**human capital
learning needs to contribute to:
human capital
the sum of attributes, life experiences, knowledge, inventiveness energy, and
enthusiasm that a company's employees invest in their work; what employees
contribute to organizational success
**could be more valuable than physical or financial capital
learning methods
-formal learning and training
-informal learning
-knowledge management
, formal training and development
T&D programs, courses, and events that are developed and organized by the company
usually mandatory to attend or complete and primary focus or goal is explicit knowledge
explicit knowledge
can be formalized, codifies, and communicated
ex. checklists, flowcharts, formulas, processes, definitions, and procedures
informal learning
learning that the learner initiated, involves action and doing, is motivated by intent to
develop, and does not occur in a formal learning setting and usually occurs through
observations and social interactions
could be provided without employees' initiative, motivation, action, or control and
facilitates tacit knowledge
75%
How much of the workplace learning occurs by informal learning?
Tacit Knowledge
Personal Knowledge That Is Based On Individual Experience And That Is Difficult To
Explain To Others; Based On Judgments And Intuitions
