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MG 409 exam 2 ch 8-9
| Question | Answer |
|---|---|
| Knowledge management | is the way an organization identifies and leverages knowledge to be competitive. |
| learning culture | is a work environment that encourages employees to share their individual knowledge, skills, and experiences with their coworkers. |
| Orientation | which is the planned introduction of new employees to their jobs, coworkers, and the organization, is offered by most employers. |
| Instructional systems design (ISD) | A step-by-step process to ensure that the right learning materials are provided to the right people at the right time |
| self-efficacy | People’s belief that they can successfully learn the training program content |
| Active practice | Trainees perform job-related tasks and duties during training |
| behavioral modeling | Copying someone else’s behavior |
| reinforcement | Based on the idea that people tend to repeat responses that give them some type of positive reward and to avoid actions associated with negative consequences |
| immediate confirmation | Based on the idea that people learn best if they receive reinforcement and feedback as soon as possible after training |
| informal training | Training that occurs through interactions and feedback among employees |
| on-the-job training | The most common training because it is flexible and relevant |
| cross-training | Training people to do more than one job |
| E-learning | Use of web-based technology to conduct training online |
| MOOCs | Massive open online courses |
| m-learning | Use of mobile technology to conduct training |
| blended learning | Learning approach that combines short, fast-paced, interactive computer-based lessons and teleconferencing with traditional classroom instruction and simulation |
| cost–benefit analysis | Comparison of costs and benefits associated with training |
| make-or-buy | Develop competitive human resources or hire individuals who are already developed from somewhere else |
| HiPos | Individuals who show high promise for advancement in the organization |
| Succession planning | is the process of preparing for inevitable vacancies in the organization hierarchy |
| career | is a series of work-related positions a person occupies throughout life. |
| Protean career | is a process whereby an individual makes conscious career plans to achieve self-fulfillment. |
| Organization-centered career planning | Career planning that focuses on identifying career paths that provide the logical progression of people between jobs in an organization |
| Career paths | represent employees’ movements through opportunities over time |
| individual-centered career planning | Career planning that focuses on an individual’s responsibility for a career rather than on organizational involvement in the process or consideration of a company’s needs |
| dual-career ladder, | a system that allows a person to advance through either a management or a technical/professional ladder |
| Development | involves efforts to improve employees’ abilities to handle a variety of assignments and to cultivate their capabilities beyond those required by the current job. |
| coaching | , a collaborative process focused on improving individual performance. |
| sabbatical | Time off the job to develop and rejuvenate |
| management mentoring | A relationship in which experienced managers aid individuals in the earlier stages of their careers |
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