Chapter 8: Designing and Evaluating Training Systems
The first step in developing an employee training system is conducting a needs analysis. This process identifies skill gaps, performance issues, or knowledge deficiencies among employees and helps determine what type of training is necessary to meet organizational goals.
the first step in developing employee training system
Key Terms
the first step in developing employee training system
conducting needs analysis
a planned effort by the organization to facilitate tue learning of job-related behavior on tye part of its employee
training
the process of determining what types of training to conduct and the practicality of the training to achieve organization’s goals
needs analysis
process of training needs analysis that determines the organizational factors that will either facilitate or inhibit training effectiveness
organizational analysis
the process of determining the organizational factors that will facilitate or inhibit training
organizational analysis
the process that can use to identify the tasks performed by each employee, the conditions under which these tasks are performed, and the competencies needed to perform the tasks under an identified conditions
task analysis
Related Flashcard Decks
| Term | Definition |
|---|---|
the first step in developing employee training system | conducting needs analysis |
a planned effort by the organization to facilitate tue learning of job-related behavior on tye part of its employee | training |
the process of determining what types of training to conduct and the practicality of the training to achieve organization’s goals | needs analysis |
process of training needs analysis that determines the organizational factors that will either facilitate or inhibit training effectiveness | organizational analysis |
the process of determining the organizational factors that will facilitate or inhibit training | organizational analysis |
the process that can use to identify the tasks performed by each employee, the conditions under which these tasks are performed, and the competencies needed to perform the tasks under an identified conditions | task analysis |
the process of identifying the employees who need training and determining areas in which each individual employee needs to be trained | person analysis |
a rating representing an aspect of an employee’s performance | performance appraisal score |
questionnaires asking employees about the areas in which they feel they need training | survey |
a test that measures an employee’s level of some job-related skill | skill test |
a test that measures the level of an employee’s knowledge about a job related topic | knowledge test |
a training technique in which employees are presented with a real or a hypothetical workplace problem and are asked to propose the best solution | case study |
a case study based on a real situation | living case |
an exercise designed to place an applicant in a situation that is similar to the one that will be encountered on the job | simulation |
exercises that allow employees to apply newly learned skills by allowing the trainee to work with equipment under actual working conditions without the consequences of mistakes | simulation |
a training technique in which employees act out simulated roles | roleplay |
a valuable leaning device which enables trainees to understand the views of subordinates and acquaints them with the roes they will be expected to play | roleplay |
a method of executive training in which trainees analyze a business problem and offer solutions | case study |
a training technique in which employees observe correct behavior, practice that behavior, and then receive feedback about their performance | behavior modeling |
concentrating learning into a short period of time | massed practice |
practice is broken up into a number of short sessions – over a longer period of time | distributed practice |
distance learning programs in which employees can complete the training at their own pace and at the time of their own choosing (i.e., printed materials, DVD, web-based programs, interactive video, programmed instruction) | asynchronous technologies |
distance learning programs in which employees are required to complete the training at the same time and same pace although they may be in different physical locations | synchronous technologies |
a training technique in which an employee is presented with videotaped situation and is asked to respond to the situation and then receives feedback based on the response | interactive video |
It usually occurs when presentation speed of the material does not parallel the comprehension speed of the learner | frustration |
learning through watching and imitating behavior of others | modeling or social learning |
Modeling is effective under certain conditions namely, | Characteristics of the model (similarity with the model) | characteristics of the observer (pay attention, retain, ability to reproduce the behavior) |
a system in which employees are the opportunity to perform several jobs in an organization | job rotation |
advantages of job rotation | increases employee awareness greater flexibility in replacing absent workers greater job satisfaction to aid boredom of task repetition |
teaching employees how to perform tasks traditionally performed by other employees | cross training |
a training method, usually found in craft and building trades, in which employees combine formal coursework or classroom instructions and OJT | apprenticeship |
a formal method of coaching in which experienced worker are temporarily assigned to the training department to learn training techniques and training employees | pass-through programs |
AN EXPERIENCED EMPLOYEE WHO ADVISES AND LOOKS OUT FOR NEW EMPLOYEES | MENTOR |
a compensation system that rewards employees with additional pay in exchange for formal certification of the employee's mastery of skills, knowledge, and/or competencies | Skill-based pay (SBP) |
_ is acquired and observable expertise in performing tasks. | skills |
_ is acquired information used in performing tasks. | knowledge |
four common skill based pay plans | vertical skill plans (single job) horizontal skill plans (multiple jobs) depth skill plans (specialized skills) basic skill plans |
practicing a task even after it has been mastered in order to retain learning | overlearning |
research designs for evaluation of training results | pretest-posttest design | solomon four-groups design |
an extensive method of evaluating the training effectiveness by the use of pretest posttest, and control group | solomon four-groups design |
a method of evaluating the training in which employees are asked their opinions of a training program | employee reactions |
a method of evaluating the effectiveness of training by determining the extent to which employees actually can use the learned material | application of training |
a method of evaluating the effectiveness of training by determining whether the goals of the training are being met | business impact |