WSU MGMT 450 - Exam 2 Study Guide (23 pages)

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Exam 2 Study Guide



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Exam 2 Study Guide

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Pages:
23
Type:
Study Guide
School:
Washington State University
Course:
Mgmt 450 - Personnel and Human Resources Management
Personnel and Human Resources Management Documents
Unformatted text preview:

Mgmt 450 Exam 2 Study Guide Chapter 7 Training Employees Training Evaluation Level 3 Use of new learning in on the job behavior TRANSFER Transfer trying to make training as close to actual workplace higher transfer Give people multiple opportunities to learn POTENTIAL TEST QUESTION Does ROI get affected by turnover Answer Yes POTENTIAL TEST QUESTION What s the most common way of evaluating whether training was effective or not Answer Course evaluation survey Training linked to Organizational Needs Instructional design a process systematically developing training to meet specific needs o Assess needs for training o Ensure readiness for training o Plan training program Objectives Trainers Methods o Implement training program Principles of learning Transfer of training o Evaluate results of training Learning management system LMS a computer application that automates the administration development and delivery of training programs o Can make training more widely available and reduce travel and other costs by providing online training Needs Assessment The process of evaluating the organization individual employees and employees tasks to determine what kinds of training if any are necessary o Organization what is the context in which training will occur o Person who needs training o Task what subjects should the training cover Answer to these questions provide the basis for planning an effective training program Organizational analysis a process for determining the appropriateness of training by evaluating the characteristics of the organization o Training needs will vary depending on whether the organization s strategy is based on growing or shrinking personnel whether it is seeking to serve a broad base or focusing on the specific needs of a narrow market segment and various other strategic scenarios Person analysis a process for determining individuals needs and readiness for training o Do performance deficiencies result from a lack of knowledge skill or ability o Who needs training o Are these employees ready for training o These questions help managers identify whether training is appropriate and which employees need training Task analysis the process of identifying and analyzing tasks to be trained for o Training s most needed for tasks that are important frequent and at least moderately difficult o For each of these tasks the analysts must identify the knowledge skills and abilities required to perform the task Readiness for Training A combination of employee characteristics and positive work environment that permit training Employee readiness characteristics the extent to which the employee is willing and able to be trained and learn Work environment readiness for training also depends on two broad characteristics of the work environment situational constraints and social support o Situational constraints limits on the training s effectiveness that arise from the situation or the conditions within the organization lack of money for training lack of time for training o Social support refers to the ways the organization s people encourage training including giving trainees praise and encouraging words sharing information about participating in training programs and expressing positive attitudes toward the organizations training programs Planning the Training Program Objectives of the program a training program based on clear objectives will be more focused and more likely to succeed o When trainers know the objectives they can communicate them to the employees participating in the program o Employees learn best when they know what the training is supposed to accomplish o Effective training objectives Include a statement of what the employee is expected to do the quality or level of performance that is acceptable and conditions under which the employee is to apply what he or she learned Include performance standards that are measurable Identify the resources needed to carry out the desired performance or outcome In House or Contracted Out an organization determines whether they have the capabilities to perform in house training or need to contract out the training program o To select a training service an organization can mail several vendors a request for proposal RFP outlining what they are looking for Companies then reply to these proposals outlining what they have to offer and then original company selects program best suited for their objectives Choice of Training Methods whether the organization prepares its own training programs or buys training from other organizations it is important to verify that the content of the training relates directly to the training objectives Training Methods Classroom Instruction typically involves a trainer lecturing a group trainers often supplement lectures with slides discussions case studies question and answer sessions and role playing Audiovisual training presentation methods not require trainees to attend a class o Trainees can also word independently using course material in workbooks on DVDs or on the Internet o Audiovisual techniques such as overhead transparencies PowerPoint or other presentation software can replace classroom instruction Computer based training participants receive course materials and instruction distributed over the internet or on CD ROM o Less expensive than putting an instructor in a classroom on trainees o E learning receiving training via the internet or the organization s intranet o Electronic performance support systems EPSSs computer application that provides access to skills training information and expert advice as needed On the job training OJT training methods in which a person with the job experience and skill guides trainees in practicing job skills at the workplace o Apprenticeship a work study training method that teaches job skills through a combination of on the job training and classroom training o Internship on the job learning sponsored by an educational institution as a component of an academic program Simulations a training method that represents a real life situation with trainees making decisions resulting in outcomes that mirror what would happen on the job o Avatars computer depictions of trainees which the trainees manipulate in an online role play o Virtual reality a computer based technology that provides an interactive threedimensional learning experience Business games and case studies o Case studies are designed to develop higher order thinking skills such as the ability to


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