HRMN 3420 EXAM 3 STUDY GUIDE
Effective training and development are investments in - Answer -Competitive
advantage and increased performance
Competency models - Answer -Identifies the knowledge, skills, and abilities (KSAs)
needed to perform a particular job in the organization
Training - Answer --Teaching employees skills necessary to perform job duties
-Organizations train employees to provide the KSAs they need to succeed in their work
Employee development - Answer -Ongoing education to improve knowledge and skills
for present and future jobs within the firm
When is training needed? - Answer --New employee onboarding
-New job requirements and processes
-Remediation
-Employee development for advancement
Steps in the training process - Answer -1. Assessing the needs for training and
development
2. Selecting how to shape behavior through training and development
3. Designing the training and development
4. Delivering the training and development
5. Assessing the training and development
Needs assessment - Answer -Analyzing difference between what is occurring within the
job(s) and what is required based on firm's operations and goals
When a needs assessment is not done correctly - Answer --Training courses may be
poorly designed (cover wrong info)
-Wrong (not-yet-ready) employees may participate
-Trainers may create programs that are unnecessary or incomplete
Challenges to the training process - Answer --Unprepared workforce: many hires lack
educational basics
-Return on investment/cost justification: training is time-consuming and expensive
-Resistance to change and employee insecurity
-Strategic congruence: does training further strategic goals?
-Scheduling: timing training to minimize problems
-Employee readiness: ability, self-efficacy, and willingness
Classical conditioning - Answer --Stimulus-response
-Results in direct, involuntary, learned behaviors (Pavlov's dog)
, Operant conditioning - Answer --Direct, voluntary learned behavior
-Result of desiring rewards and avoiding punishment (child tantrum)
Social (vicarious) learning - Answer --Indirect, voluntary learned behavior
-Watching actions and consequences of another person
Social media for social learning - Answer -Can be adapted to provide micro learning
and other types
Increasing target behaviors - Answer --Positive reinforcement
-Negative reinforcement
Decreasing target behaviors - Answer --Punishment (bad consequence)
-Punishment (remove reward)
-Extinction
Positive reinforcement - Answer -Provide a reward in return for a constructive action
Negative reinforcement - Answer -Withdraw a harmful thing in response to a positive
action
Punishment (bad consequence) - Answer --Apply a noxious stimulus
-Give a bad consequence
Punishment - Answer -Removal of reward
Extinction - Answer --The absence of a response
-Designed to avoid reinforcing negative behaviors
Neil Fleming learning styles - Answer --Visual
-Auditory
-Tactile
David Kolb learning styles - Answer --Accommodator (combines doing and feeling)
-Diverger (combines observing and feeling)
-Converger (combines doing and thinking)
-Assimilator (combines observing and thinking)
Skills and training methods chart - Answer –
Effective training and development are investments in - Answer -Competitive
advantage and increased performance
Competency models - Answer -Identifies the knowledge, skills, and abilities (KSAs)
needed to perform a particular job in the organization
Training - Answer --Teaching employees skills necessary to perform job duties
-Organizations train employees to provide the KSAs they need to succeed in their work
Employee development - Answer -Ongoing education to improve knowledge and skills
for present and future jobs within the firm
When is training needed? - Answer --New employee onboarding
-New job requirements and processes
-Remediation
-Employee development for advancement
Steps in the training process - Answer -1. Assessing the needs for training and
development
2. Selecting how to shape behavior through training and development
3. Designing the training and development
4. Delivering the training and development
5. Assessing the training and development
Needs assessment - Answer -Analyzing difference between what is occurring within the
job(s) and what is required based on firm's operations and goals
When a needs assessment is not done correctly - Answer --Training courses may be
poorly designed (cover wrong info)
-Wrong (not-yet-ready) employees may participate
-Trainers may create programs that are unnecessary or incomplete
Challenges to the training process - Answer --Unprepared workforce: many hires lack
educational basics
-Return on investment/cost justification: training is time-consuming and expensive
-Resistance to change and employee insecurity
-Strategic congruence: does training further strategic goals?
-Scheduling: timing training to minimize problems
-Employee readiness: ability, self-efficacy, and willingness
Classical conditioning - Answer --Stimulus-response
-Results in direct, involuntary, learned behaviors (Pavlov's dog)
, Operant conditioning - Answer --Direct, voluntary learned behavior
-Result of desiring rewards and avoiding punishment (child tantrum)
Social (vicarious) learning - Answer --Indirect, voluntary learned behavior
-Watching actions and consequences of another person
Social media for social learning - Answer -Can be adapted to provide micro learning
and other types
Increasing target behaviors - Answer --Positive reinforcement
-Negative reinforcement
Decreasing target behaviors - Answer --Punishment (bad consequence)
-Punishment (remove reward)
-Extinction
Positive reinforcement - Answer -Provide a reward in return for a constructive action
Negative reinforcement - Answer -Withdraw a harmful thing in response to a positive
action
Punishment (bad consequence) - Answer --Apply a noxious stimulus
-Give a bad consequence
Punishment - Answer -Removal of reward
Extinction - Answer --The absence of a response
-Designed to avoid reinforcing negative behaviors
Neil Fleming learning styles - Answer --Visual
-Auditory
-Tactile
David Kolb learning styles - Answer --Accommodator (combines doing and feeling)
-Diverger (combines observing and feeling)
-Converger (combines doing and thinking)
-Assimilator (combines observing and thinking)
Skills and training methods chart - Answer –
