HRM 402 FINAL QUESTIONS WITH VERIFIED
ANSWERS
Assesment Phase - Answers - What needs to happen beforehand
How do I determine what I should be training on?
Develop Criteria to see if the training will be successful, NOT AFTER TRAINING
Training and Development Phase - Answers - Pretests
Select training methods
Actual training
Evaluation Phase - Answers - Feedback loops
Apply criteria developed during assessment phase
Organizational Analysis - Answers - High level, where do the problems exist in our
organization? Examines the kinds of problems an org is experiencing and where they
are located.
(How are you going to know where your org's problems are?)
Task Analysis - Answers - A list of the tasks that have to be performed
The conditions under which they are performed
A description of when and how often they are performed
The quantity and quality of performance required
Where each skill and knowledge is best acquired.
Individual Analysis - Answers - How well are individual employees performing their jobs
What deficiencies could be corrected through training?
Establishing Training Priorities - Answers - How big is the need for training?
How strategically important is this task for our organization?
Classical Conditioning - Answers - -External stimulus, dwight and jim, computer chime
and the altoid. Your body has a natural response to something that it shouldn't.
-Body responds intuitively to something unrelated. Bell = salivation for mint.
Social Cognitive Theory - Answers - learning through the consequences of behaviors by
way of the observation of others
Operant Conditioning - Answers - -If you do something good, then you get the reward.
Shaping behavior by giving feedback.
-If you give a reward every single time, then you will see a huge increase in behavioral
positivity, but also a decrease if you get rid of the reward.
, -If you reward every once and a while, then in the long term you will do better because
they will still anticipate the reward.
-Can also apply with punishment (like Cody's professor being boxed in by students
being loud & not paying attention)
Performance - Answers - What the trainee is expected to do
Conditions - Answers - important circumstances under which the performance is to
occur
Criteria - Answers - description of acceptable performance in a quantifiable and
objective way
How do you know if your training worked? - Answers - -Which behaviors will have
changed?
-Which organizational outcomes will be different?
Job Instruction Training (on the job) - Answers - Accurate and immediate feedback
Demonstration of exactly how to do it
Apprenticeships (on the job) - Answers - Customizable to the individual
Allows an early salary while still learning
Internship/Assistantship (on the job) - Answers - College Credit
Cooperative Education
Returnships (on the job) - Answers - Get them up to speed from where they left off
before leaving the workforce
Job Rotation and Cross Training (on the job) - Answers - Increased skills, more
productive, more flexible
Disadvantages: employee can feel temporary, more orientations = more lost time
Action Learning: Project Assignments and Committee Assignment (on the job) -
Answers - Learn by doing
Coaching and Counseling ( on the job) - Answers - Feedback
Encouragement
Explanations
Independent Study (off the job) - Answers - Train yourself through technology, classes,
google, etc.
Corporate Universities (off the job) - Answers - Company trainers
Executives
Online Classes
ANSWERS
Assesment Phase - Answers - What needs to happen beforehand
How do I determine what I should be training on?
Develop Criteria to see if the training will be successful, NOT AFTER TRAINING
Training and Development Phase - Answers - Pretests
Select training methods
Actual training
Evaluation Phase - Answers - Feedback loops
Apply criteria developed during assessment phase
Organizational Analysis - Answers - High level, where do the problems exist in our
organization? Examines the kinds of problems an org is experiencing and where they
are located.
(How are you going to know where your org's problems are?)
Task Analysis - Answers - A list of the tasks that have to be performed
The conditions under which they are performed
A description of when and how often they are performed
The quantity and quality of performance required
Where each skill and knowledge is best acquired.
Individual Analysis - Answers - How well are individual employees performing their jobs
What deficiencies could be corrected through training?
Establishing Training Priorities - Answers - How big is the need for training?
How strategically important is this task for our organization?
Classical Conditioning - Answers - -External stimulus, dwight and jim, computer chime
and the altoid. Your body has a natural response to something that it shouldn't.
-Body responds intuitively to something unrelated. Bell = salivation for mint.
Social Cognitive Theory - Answers - learning through the consequences of behaviors by
way of the observation of others
Operant Conditioning - Answers - -If you do something good, then you get the reward.
Shaping behavior by giving feedback.
-If you give a reward every single time, then you will see a huge increase in behavioral
positivity, but also a decrease if you get rid of the reward.
, -If you reward every once and a while, then in the long term you will do better because
they will still anticipate the reward.
-Can also apply with punishment (like Cody's professor being boxed in by students
being loud & not paying attention)
Performance - Answers - What the trainee is expected to do
Conditions - Answers - important circumstances under which the performance is to
occur
Criteria - Answers - description of acceptable performance in a quantifiable and
objective way
How do you know if your training worked? - Answers - -Which behaviors will have
changed?
-Which organizational outcomes will be different?
Job Instruction Training (on the job) - Answers - Accurate and immediate feedback
Demonstration of exactly how to do it
Apprenticeships (on the job) - Answers - Customizable to the individual
Allows an early salary while still learning
Internship/Assistantship (on the job) - Answers - College Credit
Cooperative Education
Returnships (on the job) - Answers - Get them up to speed from where they left off
before leaving the workforce
Job Rotation and Cross Training (on the job) - Answers - Increased skills, more
productive, more flexible
Disadvantages: employee can feel temporary, more orientations = more lost time
Action Learning: Project Assignments and Committee Assignment (on the job) -
Answers - Learn by doing
Coaching and Counseling ( on the job) - Answers - Feedback
Encouragement
Explanations
Independent Study (off the job) - Answers - Train yourself through technology, classes,
google, etc.
Corporate Universities (off the job) - Answers - Company trainers
Executives
Online Classes
