Organization Learning, Development, & Training
Quiz yourself by thinking what should be in
each of the black spaces below before clicking
on it to display the answer.
Help!
|
|
||||
|---|---|---|---|---|---|
| Apprenticeship | On-the-job training - inexperienced individuals in skilled trades learn under a master or journeyman. Programs normally operate under government auspice & include both classroom & on-the-job training. Normally, results in the trainee certification
🗑
|
||||
| Behaviorist (behavioural conditioning) | An appraisal system where the assessment is made against “behavioural” standards that has been developed by the organization
🗑
|
||||
| Behaviourally-anchored | Focus is on changing behavior thorough the use of reinforcement (and is therefore sometimes referred to as reinforcement learning)
🗑
|
||||
| Behavioral evaluation | Assesses whether the training resulted in a change in actual employee behaviour on the job
🗑
|
||||
| Benchmarking | An assessment where practices in “best in class” organizations are used as comparators. It is sometimes used for evaluation to ensure a training strategy is at least in line with those of other targeted organizations
🗑
|
||||
| Bloom’s taxonomy | Made up of three domains: cognitive, affective & psychomotor
🗑
|
||||
| Case studies | Generally used in management or leadership training; they involve the presentation of a situation involving a problem or problems that the participant is asked to resolve either on their own or in a team learning context
🗑
|
||||
| Cognitive development theory | Pioneered by Jean Piaget, theory focuses on the chronological developmental stages for learning & the mental processes that take place throughout an individual’s development from childhood to adulthood
🗑
|
||||
| Competencies based | An appraisal system based on items such as: communication, decision-making, problem-solving & teamwork that tend to be generic & sometimes not relevant to the job & are as well dependent upon subjective assessment & hard to measure accurately
🗑
|
||||
| Critical incident based | An appraisal system whereby the appraisers are asked to identify incidents that support their assessment of the employee
🗑
|
||||
| Didactic | Trainer-led information or skills giving techniques that involves presentations, lectures & demonstrations with questions
🗑
|
||||
| Experiential learning | A technique for validating training where 2 groups are selected, one which undergoes the training & anther which does not.
🗑
|
||||
| Experimental & control groups | Training that allows the participant to learn through experience or the discovery of understanding that comes from performing a job-related task or simulation in a training environment
🗑
|
||||
| Facilitative | Trainer-created, student-led methods where there is an experimental & discovery element to the learning that comes from participant involvement
🗑
|
||||
| Formative evaluation | Sometimes known as a “rank & yank” appraisal systems that result in a perception of unfairness & employee dissatisfaction
🗑
|
||||
| Forced distribution | Post-session discussion or interview evaluation
🗑
|
||||
| Four critical elements of learning | Motivation, reinforcement, retention & transference
🗑
|
||||
| In-basket exercises | A form of management development & leadership training where participants are presented with a manager’s “in basket” & either on an individual or group basis asked to resolve the issues they find in the in-basket
🗑
|
||||
| Impact evaluation | A level of measurement that assesses the changes in behaviour or results arising from the training
🗑
|
||||
| Job instruction training | Considered to be a more formal approach to on-the-job training, where there is a structure, time schedules, specified performance & behavioural outcomes associated with the training
🗑
|
||||
| KoIb’s learning cycle | Says that learning is made up of four stages (experience, conceptualization, generalization & experimentation) that form a learning cycle
🗑
|
||||
| Learning evaluation | Assesses whether there was an accurate transfer of knowledge/skill. This is most often done through post-training tests
🗑
|
||||
| Management development | Focuses on development of leadership knowledge, skills and abilities. Can include: coaching, mentoring, understudy assignments, job rotation, lateral transfers, etc.
🗑
|
||||
| Organizational analysis | Examines the environment, strategies & resources of the organization to determine training needs
🗑
|
||||
| Performance analysis | A process Whereby an expert in the area reviews the training program & assesses whether it will achieve its stated objectives
🗑
|
||||
| Personal mastery | Used to verify that there is a performance deficiency & to determine the appropriate training & development solution. It is essential to distinguish between “can’t do” & “won’t do” employee issues
🗑
|
||||
| Peer review | The discipline of continually clarifying & deepening our personal vision, focusing our energies, developing patience & seeing reality objectively
🗑
|
||||
| Programmed learning | Refers to a systematic means of presenting questions/facts or problems requiring the individual to respond, & then providing feedback on the accuracy of their answers. Has been shown to reduce training time by about 1/3 & allows learning at own pace.
🗑
|
||||
| Reaction evaluation | Assesses the participants’ satisfaction with the training & whether they felt it was worthwhile
🗑
|
||||
| Request for proposal (REP) | A way to communicate your needs to suppliers so that they can respond by describing their products or services that will best meet them
🗑
|
||||
| Results evaluation | Assesses whether the training had a measurable impact on the success of the organization. Results that can be tracked include: increased productivity, increased customer satisfaction, reduced waste, etc.
🗑
|
||||
| Social learning | Theory is based en the notion that some of our behaviour is imitation or modeling of behaviour we have seen in others
🗑
|
||||
| Social reinforcement | The support the employee will receive in the workplace for the training
🗑
|
||||
| Socratic | Trainer-led information seeking technique where participants are presented with situations or questions that lead them to discovering new insights & understanding
🗑
|
||||
| Steps in the training design process | End-of-session questionnaires
🗑
|
||||
| Summative evaluation | Needs analysis, instructional design, validation, implementation, evaluation & follow-up
🗑
|
||||
| Task analysis | A detailed study of a job to identify the skills & competencies it requires so as to determine the appropriate training program
🗑
|
||||
| Trait-characteristic based | An appraisal system based on assessing items such as: determination, initiative, loyalty etc. that are highly subjective & very difficult or impossible to measure in an objective manner
🗑
|
||||
| Vestibule training | Allows individuals to learn on actual pieces of equipment in a simulated environment
🗑
|
Review the information in the table. When you are ready to quiz yourself you can hide individual columns or the entire table. Then you can click on the empty cells to reveal the answer. Try to recall what will be displayed before clicking the empty cell.
To hide a column, click on the column name.
To hide the entire table, click on the "Hide All" button.
You may also shuffle the rows of the table by clicking on the "Shuffle" button.
Or sort by any of the columns using the down arrow next to any column heading.
If you know all the data on any row, you can temporarily remove it by tapping the trash can to the right of the row.
To hide a column, click on the column name.
To hide the entire table, click on the "Hide All" button.
You may also shuffle the rows of the table by clicking on the "Shuffle" button.
Or sort by any of the columns using the down arrow next to any column heading.
If you know all the data on any row, you can temporarily remove it by tapping the trash can to the right of the row.
Embed Code - If you would like this activity on your web page, copy the script below and paste it into your web page.
Normal Size Small Size show me how
Normal Size Small Size show me how
Created by:
smczim
Popular Management sets