WGU D351 - Study Guide Section 3 –
Training STUDY SET NOTES, WGU D351 -
Study Guide Section 2 – Training STUDY
SET NOTES, D351 - WGU - Study Guide -
Section 5 - Total Rewards (add), D351 WGU -
Study Guide - Section 1 - HR Roles, D351-
Section 4 Workplace Legal Compliance
Lesson 1-4, D351 Functions of Human
Resource Management: Section 1 - HR
Roles
Training and Development
Difference between Training and Development
Training provides employees with the knowledge, skills, and abilities (KSAs) they need
for their current work
Development teaches employees how to move up in the organization and prepare for
higher-level jobs
Common Situations Requiring Training
New-employee onboarding to acculturate them to the organization and prepare them for
their job
When processes or procedures have changed
After a failure to perform successfully
When employee development opportunities arise
,Steps in the Training and Development
Process
Conducting a Needs Assessment
Identify the type of training needed
Shaping Employee Behavior
Select how to shape employee behavior
Designing the Training
Select training methods
Delivering the Training
Select the delivery method
Deliver the training
Assessing the Training
Determine if employee behavior has changed to improve performance
If not, return to step one
Learning Theories
Importance of Needs Assessment
Needs assessment analyzes the difference between current job requirements and future
requirements based on organizational goals
Challenges include unprepared workers, difficulty in identifying ROI, employee
resistance to change, matching training to strategic goals, and logistics issues
Common Learning Theories
Classical conditioning: direct, involuntary, learned behaviors
Operant conditioning: direct, voluntary, learned behaviors
, Social learning: voluntary, learned behaviors through observing others
Methods for Shaping Behavior
Positive reinforcement: applying a reward to increase behavior
Negative reinforcement: removing a negative stimulus to increase behavior
Punishment: applying a negative stimulus or removing a reward to decrease behavior
Extinction: providing no reinforcement to actions
Training Delivery Types and Success
Major Training Delivery Types
On-the-job training (OJT): done at work site, one-on-one with trainee
Classroom training: training course with qualified instructor in a single location
Distance learning (e-learning): online training with study materials
Simulations: mimic real-life situations to teach job actions
Four-Level Evaluation Method
Reaction: participants' feelings about the training process
Learning: knowledge gained, new skills learned, attitude changes
Behaviors: changes in on-the-job behaviors
Results: improvement in organizational results
Measuring Training Success
ROI, customer satisfaction, and employee satisfaction
Strong correlations between employee satisfaction, customer satisfaction, and ROI
Employee Development and HRM Processes
Definition of Career
, Individually perceived sequence of attitudes and behaviors associated with work-related
experiences and activities over a person's life
Methods of Employee Development
Formal education: programs to improve general knowledge
Experience: exposure to different job-related experiences
Assessment: tools to provide information about employees' thinking, interactions, and
actions
Impact of Onboarding and Emotional Intelligence
Onboarding: improves employee retention, culture, and fit
Emotional intelligence: promotes job satisfaction, team performance, leadership ability,
and stress tolerance
Employee Performance Management and
Appraisal
Difference between Performance Management and Appraisals
Performance management: continual process to identify, measure, manage, and develop
people's performance
Performance appraisal: part of performance management to evaluate employee's
performance
Purposes of Performance Appraisals
Communication: provide formal two-way communication between management and
employee
Evaluative decisions: gain information for fair actions to improve productivity
Motivation for development: identify areas for improvement
Options for Evaluation in Performance Appraisals
Traits: certain traits valuable for management and leadership skills
Behaviors: directly observed actions as a valid assessment
Training STUDY SET NOTES, WGU D351 -
Study Guide Section 2 – Training STUDY
SET NOTES, D351 - WGU - Study Guide -
Section 5 - Total Rewards (add), D351 WGU -
Study Guide - Section 1 - HR Roles, D351-
Section 4 Workplace Legal Compliance
Lesson 1-4, D351 Functions of Human
Resource Management: Section 1 - HR
Roles
Training and Development
Difference between Training and Development
Training provides employees with the knowledge, skills, and abilities (KSAs) they need
for their current work
Development teaches employees how to move up in the organization and prepare for
higher-level jobs
Common Situations Requiring Training
New-employee onboarding to acculturate them to the organization and prepare them for
their job
When processes or procedures have changed
After a failure to perform successfully
When employee development opportunities arise
,Steps in the Training and Development
Process
Conducting a Needs Assessment
Identify the type of training needed
Shaping Employee Behavior
Select how to shape employee behavior
Designing the Training
Select training methods
Delivering the Training
Select the delivery method
Deliver the training
Assessing the Training
Determine if employee behavior has changed to improve performance
If not, return to step one
Learning Theories
Importance of Needs Assessment
Needs assessment analyzes the difference between current job requirements and future
requirements based on organizational goals
Challenges include unprepared workers, difficulty in identifying ROI, employee
resistance to change, matching training to strategic goals, and logistics issues
Common Learning Theories
Classical conditioning: direct, involuntary, learned behaviors
Operant conditioning: direct, voluntary, learned behaviors
, Social learning: voluntary, learned behaviors through observing others
Methods for Shaping Behavior
Positive reinforcement: applying a reward to increase behavior
Negative reinforcement: removing a negative stimulus to increase behavior
Punishment: applying a negative stimulus or removing a reward to decrease behavior
Extinction: providing no reinforcement to actions
Training Delivery Types and Success
Major Training Delivery Types
On-the-job training (OJT): done at work site, one-on-one with trainee
Classroom training: training course with qualified instructor in a single location
Distance learning (e-learning): online training with study materials
Simulations: mimic real-life situations to teach job actions
Four-Level Evaluation Method
Reaction: participants' feelings about the training process
Learning: knowledge gained, new skills learned, attitude changes
Behaviors: changes in on-the-job behaviors
Results: improvement in organizational results
Measuring Training Success
ROI, customer satisfaction, and employee satisfaction
Strong correlations between employee satisfaction, customer satisfaction, and ROI
Employee Development and HRM Processes
Definition of Career
, Individually perceived sequence of attitudes and behaviors associated with work-related
experiences and activities over a person's life
Methods of Employee Development
Formal education: programs to improve general knowledge
Experience: exposure to different job-related experiences
Assessment: tools to provide information about employees' thinking, interactions, and
actions
Impact of Onboarding and Emotional Intelligence
Onboarding: improves employee retention, culture, and fit
Emotional intelligence: promotes job satisfaction, team performance, leadership ability,
and stress tolerance
Employee Performance Management and
Appraisal
Difference between Performance Management and Appraisals
Performance management: continual process to identify, measure, manage, and develop
people's performance
Performance appraisal: part of performance management to evaluate employee's
performance
Purposes of Performance Appraisals
Communication: provide formal two-way communication between management and
employee
Evaluative decisions: gain information for fair actions to improve productivity
Motivation for development: identify areas for improvement
Options for Evaluation in Performance Appraisals
Traits: certain traits valuable for management and leadership skills
Behaviors: directly observed actions as a valid assessment
