Noe Chapter 7Training – an organization’s planned efforts to help employees acquire job-related knowledge, skills, abilities, and behaviors, with the goal of applying these on the jobInstructional design – a process of systematically developing training to meet specific needsStages of instructional design:-Assess needs for training-Ensure readiness for training-Plan training program with objectives, trainers, and methods-Implement training program-Evaluate results of trainingLearning Management system (LMS) – A computer application that automates the administration, development, and delivery of training programs (helps with instructional design)Needs assessment – the process of evaluating the organization, individual employees, and employees’ tasks to determine what kinds of training, if any, are necessaryAnswers three different questions:1) Organization – What is the context in which training will occur?2) Person – Who needs training?3) Task – What subjects should the training cover?Organization analysis – a process for determining the appropriateness of training by evaluating the characteristics of theorganization. It looks at resources available, the org strategy, and management’s supportPerson analysis – a process of determining individual’s needs and readiness for training. Critical when training is considered the response for a performance problemTask analysis – the process of identifying the tasks, knowledge, skills, and behaviors that training should emphasizeReadiness for training - a combination of employee characteristics and positive work environment that permit trainingCognitive ability - being able to use written and spoken language, solve math problems, and use logic to solve problemsSituational constraints – the limits on training’s effectiveness that arise from the situation or the conditions within the organizationSocial support – the ways the organization’s people encourage training, including giving trainees praise and encouragingwords and positive attitudesWays that managers support training:-understanding the content of the training-know how it relates to their needs-ensure employees have the right tools-give feedbackCharacteristics of effective training objectives:-include expectations-include measurable performance standards-identify resources needed to carry out desired outcomeONLINE FLASHCARDS! Link: http://quizlet.com/41097577/busmhr-3200-exam-4-flash-cards/ password: buckeyesRequest for proposal (RFP) – a document outlining the type of service needed, the type and number of references needed, the number of employees to be trained, the date the training should be completed, and the date by which proposals should be received. Overall helps the organization to clarify objectives, compare vendors, and measure resultsTraining administration – people in the organization responsible for coordinating the overall training programDistance learning - process of delivering educational or instructional programs to locations away from a classroomE-learning – receiving training via the internet or the organization’s internetElectronic performance support systems (EPSSs) – computer application that provides access to skills training, information, and expert advice as needed, and is faster than attending classes or online classesOn-the-job training (OJT) – training methods in which a person with job experience and skill guides trainees in practicingjob skills in the workplace (apprenticeships and internships)Apprenticeship – a work-study training method that teaches job skills through OJT and classroom training (Bricklayer, carpenter, plumber, welder)Internship – OJT learning sponsored by an educational institution as a component of an academic program (Accountant, doctor, lawyer, nurse)Simulation – a training method that represents a real-life situation, with trainees making decisions resulting in outcomesthat mirror what would happen on the jobVirtual reality – a computer-based technology that provides an interacting, three-dimensional learning experienceExperimental programs – training programs in which participants learn concepts and apply them by simulating behaviors involved and analyzing the activityAdventure learning – a teamwork and leadership training program based on the use of challenging structured outdoor activitiesCross-training – team training in which team members understand and practice each other’s skills so that they are prepared to step in and take other member’s placesCoordination training – team training that teaches the team how to share information and make decisions to obtain the best team performanceTeam leader training – training in the skills necessary for effectively leading the organization’s teamsAction learning – training in which teams get an actual problem, work on solving it and commit to an action plan, and are accountable for carrying it outReadability – the difficulty level of written materialTransfer of training – on-the-job use of knowledge, skills, and behaviors learned in trainingCommunities of practice – groups of employees who work together, learn from each other, and develop a common understanding of how to get work accomplishedDiversity training – training designed to change employee attitudes about diversity and/or develop skills needed to workwith a diverse workforceNoe Chapter 9Employee development – the combination of formal education, job experiences, relationships, and assessment of personality and abilities to help employees prepare for the future of their careersProtean career – a career that frequently changes based on changes in the person’s interests, abilities, and values in the work environment4 approaches to employee development:1) interpersonal relationships2) formal education3) job experiences4) assessmentAssessment – collecting information and providing feedback to employees about their behavior, communication style, or skillsAssessment center – where multiple evaluators evaluate an employee’s performance on a number of exercising, usually as they work in a group at an off-site locationLeaderless group discussion – a team of five to seven employees is assigned a problem and must work together to solve it within a certain period of time (used in assessment centers)Benchmarks – a measurement tool that gathers rating of a manager’s use of skills associated with success in managingTransfer – assignment of an
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