MIE 330 - EXAM 2 - CHAPTER 7
QUESTIONS AND ANSWERS 100%
ANSWERED.
Training - ANSWERA planned effort to facilitate the learning of job-related knowledge,
skills, and behavior by employees.
Formal training - ANSWERTraining and development programs and courses that are
developed and organized by the company.
Informal learning - ANSWERLearning that is learner initiated, involves action and doing,
is motivated by an intent to develop, and does not occur in a formal learning setting
Continuous learning - ANSWERA learning system that requires employees to
understand the entire work process and expects them to acquire new skills, apply them
on the job, and share what they have learned with other employees.
Explicit Knowledge - ANSWERKnowledge that is well-documented and easily
transferred to other persons.
processes, checklists, flowcharts, formulas, and definitions
Tacit Knowledge - ANSWERKnowledge based on personal experience that is difficult to
codify.
best learned through informal learning
Knowledge management - ANSWERProcess of enhancing company performance by
designing and using tools, systems, and cultures to improve creation, sharing, and use
of knowledge.
The training (design) process - ANSWERNeeds assessment
Ensuring employees readiness for training
Creating a learning environment
Ensuring transfer of training
selecting training methods
Evaluating training programs
, Needs assessment - ANSWERThe process used to determine if training is necessary
pressure points suggest that raining is necessary like performance problems, new
technology, internal and or external customer requests for training, job redesign
Organizational analysis - ANSWERA process for determining the business
appropriateness of training.
Person analysis - ANSWERA process for determining whether employees need
training, who needs training, and whether employees are ready for training.
Task analysis - ANSWERThe process of identifying the tasks, knowledge, skills, and
behaviors that need to be emphasized in training.
Readiness for training - ANSWEREmployee characteristics that provide them with the
desire, energy, and focus necessary to learn from training.
Creating a learning environment - ANSWERconditions for learning:
need to know why they should learn
meaningful training content
opportunities for practice
feedback
observe, experience, and interact with training content, other learners, and the instructor
good program coordination
commit training content to memory
Motivation to learn - ANSWERThe desire of the trainee to learn the content of a training
program.
Transfer of training - ANSWERThe use of knowledge, skills, and behaviors learned in
training on the job.
Opportunity to use learned capability, technological support, self-management skills,
peer support, manager support
Manager support - ANSWERDegree to which trainees' managers emphasize the
importance of attending training programs and stress the application of training content
to the job.
QUESTIONS AND ANSWERS 100%
ANSWERED.
Training - ANSWERA planned effort to facilitate the learning of job-related knowledge,
skills, and behavior by employees.
Formal training - ANSWERTraining and development programs and courses that are
developed and organized by the company.
Informal learning - ANSWERLearning that is learner initiated, involves action and doing,
is motivated by an intent to develop, and does not occur in a formal learning setting
Continuous learning - ANSWERA learning system that requires employees to
understand the entire work process and expects them to acquire new skills, apply them
on the job, and share what they have learned with other employees.
Explicit Knowledge - ANSWERKnowledge that is well-documented and easily
transferred to other persons.
processes, checklists, flowcharts, formulas, and definitions
Tacit Knowledge - ANSWERKnowledge based on personal experience that is difficult to
codify.
best learned through informal learning
Knowledge management - ANSWERProcess of enhancing company performance by
designing and using tools, systems, and cultures to improve creation, sharing, and use
of knowledge.
The training (design) process - ANSWERNeeds assessment
Ensuring employees readiness for training
Creating a learning environment
Ensuring transfer of training
selecting training methods
Evaluating training programs
, Needs assessment - ANSWERThe process used to determine if training is necessary
pressure points suggest that raining is necessary like performance problems, new
technology, internal and or external customer requests for training, job redesign
Organizational analysis - ANSWERA process for determining the business
appropriateness of training.
Person analysis - ANSWERA process for determining whether employees need
training, who needs training, and whether employees are ready for training.
Task analysis - ANSWERThe process of identifying the tasks, knowledge, skills, and
behaviors that need to be emphasized in training.
Readiness for training - ANSWEREmployee characteristics that provide them with the
desire, energy, and focus necessary to learn from training.
Creating a learning environment - ANSWERconditions for learning:
need to know why they should learn
meaningful training content
opportunities for practice
feedback
observe, experience, and interact with training content, other learners, and the instructor
good program coordination
commit training content to memory
Motivation to learn - ANSWERThe desire of the trainee to learn the content of a training
program.
Transfer of training - ANSWERThe use of knowledge, skills, and behaviors learned in
training on the job.
Opportunity to use learned capability, technological support, self-management skills,
peer support, manager support
Manager support - ANSWERDegree to which trainees' managers emphasize the
importance of attending training programs and stress the application of training content
to the job.
