HR ch7

  1. Training
    A planned effort to facilitate the learning of job-related knowledge, skills, and behaivor by employees
  2. High-Leverage Training
    Training practice that links training to strategic business goals, has top management support, relies on an onstructional design model, and is benchmarked to programs in other organizations
  3. Continuous Learning
    a learning system that requires employees to understand the entire work process and expects them to acquire new skills
  4. Business strategy
    Mission, values, goals
  5. Strategic Training and Development Initiatives
    • learning related actions that a company takes to achieve its business strategy
    • -Diversify the learning portofolio, improve customer service, accelerate the pace of employee learning, and capture and share knowledge
  6. Training and Development Activities
    use web-based training,make development planning mandatory, develop web sites fro knowledge sharing, increase amount of customer participation.
  7. Metrics that show value of training
    learning, performance improvement, reduce customer complaints, reduce turnover, employee satisfaction
  8. training design process
    a systematic approach for developing training programs
  9. training design process steps
    • 1. needs assessment
    • 2. ensuring employees' readiness for training
    • 3. creating learing environ
    • 4. ensuring tranfer of training
    • 5. selecting training methods
    • 6. evaluating training programs
  10. needs assesment
    • the process used to determine if training is necessary.
    • -organizational, personal, task analysis
  11. organizational analysis
    • a process for determining the business appropriateness of training
    • -support of managers and peers
    • -company strategy
    • -training resources
  12. person analysis
    a process for determining 1) whether employees need training, 2) who and 3) if ready
  13. task analysis
    the process of identifying the tasks, knowledge, skills, and behaivors that need to be emphasized in training.
  14. ensuring employees readiness for training
    • 1. employees have personal characteristics necessary to learn program content and apply on job
    • 2. work environment will facilitatelearing and not interfere
    • -attitudes/motivation & basic skill: self efficacy; understand the benefits or consequences of training; awereness of training needs, career interests, and goals; work environ. characteristics; basic skills;
  15. cognitive ability
    3 dimensions: verbal comprehension, quantitive ability, and reasoning ability
  16. transfer of training
    • the use of knowledge, skills, and behhaivors learned in training on the job
    • -climate of transfer, tech support, manager support, peer support, self-management skills, opportunity to use learned capability
  17. climate of transfer
    trainees' perception of characteristics of the work environment
  18. selecting training methods
    • 1. presentation methods: classroom, teleconferencing, webcasting, audiovisual, mobile tech
    • 2. hands-on method
    • 3. group method
  19. simulation
    training method that represents a real-life situation, allowing trainees to see the outcomes of their decisions in an artificial environment
  20. repurposing
    directly translating instrotor led taining online.
  21. evaluating training programs
    • 1. identification of training outcomes and evaluation desiggn
    • 2. determining return on investment: cost-benefit analysis
  22. cost-benefit analysis
    economic benefits of training program using accounting methods
  23. expatriate
    employee sent by company to manage operations in a diff country
  24. cross-cultural preparation
    • 1. steps in cross-cultural prepartion
    • 2. predeparture phase
    • 3. on-site phase
    • 4. repatriation phase
  25. repatriation
    preparation of expatriates for return to the parent company and country from a foreign assignment
  26. cycle of disillusionment resulting from managing diversity through adherence to legislation
    disillutionment, organizational status quo, problem identification, action, relaxation, frustration, = minorities and women leave
  27. organizational socialization
    • tranforms new employees into effective company members
    • - anticipatory, encounter, settling in
Card Set
HR ch7
HR chapter 7: training