HRM 402 FINAL EXAM VERIFIED STUDY GUIDE
Training and Development "Systems Model" - Answers - Assessment Phase:
- Asses training needs and resources
- Identify training objectives
- Develop Criteria
Training and development Phase:
- Pretest trainees
- Select training methods and learning principles
- Conduct training
Evaluation Phase:
- Monitor Training
- Compare training outcomes against criteria.
A good training needs analysis includes: - Answers - - Organizational Analysis
- Task Analysis
- Individual Analysis
Organizational Analysis - Answers - How well the organization is achieving its goals.
Task Analysis - Answers - The skills needed by the work force to accomplish these
goals.
Individual Analysis - Answers - The strengths and weaknesses of the current
employees.
Steps, processes, tools
Methods: - Answers - - Surveys/questionnaires
- Interviews
- Performance Data
- Observations/Audits
- Test
- Assessment Centers
- Focus groups
- Document Reviews
- Advisory committee
- Competency modeling
Classical conditioning - Answers - Stimulus used before behavior. A form of learning
using the autonomic nervous system where a conditioned stimulus is associated with a
conditioned response (this is the example of the dogs beginning to salivate when they
heard a sound)
, operant conditioning - Answers - Stimulus used after behavior. Involves the
development of stimulus-response associations acquired through selective
reinforcement of the correct response (an example of this is the use of punishments or
rewards (Positive and negative reinforcement) to train a dog) (Feedback)
Social Cognitive Theory - Answers - According to social cognitive theory, behavior is
influenced by the consequences of the behavior. The difference between this and
operant conditioning is that, with operant conditioning, behavior is environmentally
determined. With the social cognitive theory, behavior is influenced by the environment,
but also the environment is influenced by the behavior (reciprocal determinism). Under
social cognitive theory, individuals are most strongly influenced by the promise of future
rewards.
How to write effective learning objectives - Answers - - Performance = use action verbs
(list, define, identify) to state what trainee is expected to do.
- Condition = circumstances under which performance should occur.
- Criteria = description of acceptable performance in a quantifiable way.
(This is where we used the changing a tire example)
On the job Training Benefits - Answers - - On the job methods are used more frequently
because the focus on immediate productivity, focus more on training than education
- No special space or equipment required usually
- Practical since employees produce and earn while they learn
- Provides immediate transfer of learning
- Allows employees to practice what they are expected to do after job ends
- Allows trainees to associate with future coworkers and observe and model behavior of
these coworkers
Examples of on the job training - Answers - - Job instruction Training (JIT)
- Apprenticeships
- Internships and assistantships
- Job rotation and cross training.
- Action learning (project assignments and committee assignments)
- Coaching and counseling
Off the job training methods: (Most often for executives) benefits - Answers - - Can help
learners perform better
- Allows execs to get away from job pressures (constant emails, interruptions)
- Provides resource people and resource materials
- Supplemental rather than central to learning the job (higher level thinking and ideas to
the strategy of the company)
- Focus on long term development and general education than on skills and info for a
specific job
Training and Development "Systems Model" - Answers - Assessment Phase:
- Asses training needs and resources
- Identify training objectives
- Develop Criteria
Training and development Phase:
- Pretest trainees
- Select training methods and learning principles
- Conduct training
Evaluation Phase:
- Monitor Training
- Compare training outcomes against criteria.
A good training needs analysis includes: - Answers - - Organizational Analysis
- Task Analysis
- Individual Analysis
Organizational Analysis - Answers - How well the organization is achieving its goals.
Task Analysis - Answers - The skills needed by the work force to accomplish these
goals.
Individual Analysis - Answers - The strengths and weaknesses of the current
employees.
Steps, processes, tools
Methods: - Answers - - Surveys/questionnaires
- Interviews
- Performance Data
- Observations/Audits
- Test
- Assessment Centers
- Focus groups
- Document Reviews
- Advisory committee
- Competency modeling
Classical conditioning - Answers - Stimulus used before behavior. A form of learning
using the autonomic nervous system where a conditioned stimulus is associated with a
conditioned response (this is the example of the dogs beginning to salivate when they
heard a sound)
, operant conditioning - Answers - Stimulus used after behavior. Involves the
development of stimulus-response associations acquired through selective
reinforcement of the correct response (an example of this is the use of punishments or
rewards (Positive and negative reinforcement) to train a dog) (Feedback)
Social Cognitive Theory - Answers - According to social cognitive theory, behavior is
influenced by the consequences of the behavior. The difference between this and
operant conditioning is that, with operant conditioning, behavior is environmentally
determined. With the social cognitive theory, behavior is influenced by the environment,
but also the environment is influenced by the behavior (reciprocal determinism). Under
social cognitive theory, individuals are most strongly influenced by the promise of future
rewards.
How to write effective learning objectives - Answers - - Performance = use action verbs
(list, define, identify) to state what trainee is expected to do.
- Condition = circumstances under which performance should occur.
- Criteria = description of acceptable performance in a quantifiable way.
(This is where we used the changing a tire example)
On the job Training Benefits - Answers - - On the job methods are used more frequently
because the focus on immediate productivity, focus more on training than education
- No special space or equipment required usually
- Practical since employees produce and earn while they learn
- Provides immediate transfer of learning
- Allows employees to practice what they are expected to do after job ends
- Allows trainees to associate with future coworkers and observe and model behavior of
these coworkers
Examples of on the job training - Answers - - Job instruction Training (JIT)
- Apprenticeships
- Internships and assistantships
- Job rotation and cross training.
- Action learning (project assignments and committee assignments)
- Coaching and counseling
Off the job training methods: (Most often for executives) benefits - Answers - - Can help
learners perform better
- Allows execs to get away from job pressures (constant emails, interruptions)
- Provides resource people and resource materials
- Supplemental rather than central to learning the job (higher level thinking and ideas to
the strategy of the company)
- Focus on long term development and general education than on skills and info for a
specific job
