Workplace Learning and Development Exam Questions and Answers Latest Update ()

Workplace Learning and Development Exam Questions and Answers Latest Update () TRAINING AND DEVELOPMENT - Answers All attempts to improve productivity by increasing an employee's ability to perform. Training focuses on short-term skills, whereas development focuses on long-term abilities. AKA Learning and Development Training - Answers an organization's planned efforts to help employees acquire job-related knowledge, skills, abilities, and behaviors, with the goal of applying these on the job. an activity that produces the result or outcome of "learning" and is typically viewed as new knowledge, skills and competencies or abilities. Plays a crucial role to prepare workers to meet ever increasing competition, customers' expectations of quality and service. KNOWLEDGE - Answers Collected by organizing information. Typically, information evolves to knowledge by the learner's gaining context, perspective and scope about the information INFORMATION - Answers It occurs in the brain and comes from thought or intuition some say. A piece of information about something is a "unit of awareness" about that thing. SKILLS - Answers Applying knowledge in an effective and efficient manner to get something done. One notices skills in an employee by their behaviors. TASK - Answers A unit of work, a set of activities needed to produce some result. Complex positions in the organization may include a large number of tasks which sometimes are referred to as functions. JOB - Answers a collection of tasks and responsibilities that an employee is required to conduct. ROLE - Answers the set of responsibilities or expected results associated with a job. A job usually includes several roles. TRAINING - Answers This term is often interpreted as the activity when an expert and learner work together to effectively transfer information from the expert to the learner. DEVELOPMENT - Answers A broad, multi-faceted set of activities to bring someone up to another threshold of performance. Includes orienting about a role, training in wide variety of areas, on-going training on the job, coaching, mentoring and forms of self-development. TRAINING IS PROVIDED ON THESE BASIC GROUNDS - Answers -New employees -Existing employees to be trained to refresh -Updates or amendments -Promotion and career growth INDIVIDUAL ANALYSIS - Answers Part of the training-needs analysis that examines the abilities of individual employees to identify deficiencies in their performances. Helps decide who in the organization needs the training and in which particular area. Performance appraisals also pinpoint need for further training to individual employees. ORGANIZATIONAL ANALYSIS - Answers process of analyzing a firm's strengths and weaknesses Aimed at short listing the focus areas for training within the organization and factors that may affect the same. Organization's mission, vision, goals, people inventories, processes, performance data are all studied. This study provides cues for about the kind of learning environment required for the training. BENEFITS OF TRAINING - Answers · Improves morale of employees. · Less supervision is necessary for employees who are trained in the job they are doing. · Fewer accidents through error free operations. Chances of promotion increase as employee acquire more new skills. · Increased productivity as trained employees deliver quality and quantity performance. BENEFITS OF TRAINING - Answers · Improves morale of employees. · Less supervision is necessary for employees who are trained in the job they are doing. · Fewer accidents through error free operations. · Chances of promotion increase as employee acquire more new skills. · Increased productivity as trained employees deliver quality and quantity performance. FORMAL APPROACH - Answers Often have the highest likelihood of transfer of training. Usually follows a systematic and consistent framework. It is designed to guide learners to achieve an overall set of goals that address a need or situation, then associated objectives and activities to achieve those overall goals. SYSTEMATIC APPROACH - Answers Consists of seven major phases starting with identification of training needs and ending with evaluation of the training program offered to meet them TRAINING MAY ALSO BE CONDUCTED FOR: - Answers · Required legally or by order or regulation. · To improve job skills or move into a different position. · For an organization to stay competitive. To bring the employee up to a standard. OBJECTIVES - Answers are often described in terms of knowledge, skills, and competencies. EVALUATION - Answers establishes the amount of learning achieved and whether employee's performance has improved. SYSTEM MODEL - Answers The conceptual model that describes and represents a system. The model consists of five phases and should be repeated on a regular basis to make further improvements. The training should achieve the purpose of helping employee to perform their work to required standards. TRANSITIONAL MODEL - Answers This model focuses on the organization as a whole. The outer loop describes the vision, mission and values of the organization on the basis of which training model i.e. inner loop is executed. INSTRUCTIONAL SYSTEM DEVELOPMENT MODEL - Answers was prepared to answer the training problems. This model also helps in determining and developing the favorable strategies, sequencing the content, and delivering media for the types of training objectives to be achieved. ISD TRAINING MODEL: Analysis - Answers 1. this phase consists of assessment of training, job analysis and target audience analysis. ISD TRAINING MODEL: Planning - Answers 2. this phase consists of setting goal of learning outcome, instructional objectives that measure behavior of participant after the training, types of training material, media selection, methods of evaluating the trainer and the training program,