Chapter 1: Introduction to Employee Training and Development

______ refers to training employees in an extensive range of skills so they can fill any of the roles required to be performed on a team.

Cross training

Identify the assumptions shared by all Instructional System Design (ISD) approaches.

Evaluation has a major role in suggesting necessary alterations to the training design process. Training design is effective only if it facilitates employees to achieve instructional or training goals and objectives.

Identify a true statement about lean thinking

It is a way to accomplish more with less effort, equipment, space, and time.

Change

The adoption of a new idea or behavior by a company.

Offshoring

The process of moving jobs from the United States to other locations in the world.

Intellectual capital

codified knowledge that exists in a company

Talent management is becoming increasingly more important because of

the changes in the demand for specific occupations and jobs

ISO 10015

A quality management tool designed to ensure that training is linked to a company's needs and performance.

Training Design Process

Conduct an assessment of learning needs Ensure that employees are ready for training Creating a learning environment and ensuring transfer training Developing an evaluation plan Choosing the training method Monitoring and evaluating the program

Which of the following is a flaw of the instructional system design model?

It adds time and expense to creating a training program.

Which of the following is an issue caused when companies embrace social networking?

It may result in employees wasting time or offending or harassing their co-workers.

Knowledge management

The process of enhancing company performance by designing and implementing tools, processes, systems, structures, and cultures to improve the creating, sharing, and use of knowledge.

Which of the following is true about virtual teams?

They can form partnerships with suppliers or competitors to pull together the required talent to complete a project.

Identify an accurate statement about intangible assets.

They cannot be touched and are nonmonetary.

Traditionalists

They tend to value frugality and are patriotic and loyal.

Learning organization

A company that has an enhanced capacity to learn, adapt, and change; an organization whose employees continuously attempt to learn new things and then apply what they have learned to improve product or service quality

Stakeholders

Company leaders, top-level managers, mid-level managers, trainers, and employees who are end users of learning who have an interest in training and development and whose support is important for determining its success (or failure).

Knowledge workers

Employees who own the means of producing a product or service. These employees have a specialized body of knowledge or expertise that they use to perform their jobs and contribute to company effectiveness.

Development

Formal education, job experiences, relationships, and assessments of personality and abilities that help employees prepare for the future.

Identify the trends in the demographics and diversity of the workforce in the United States.

Increase in the share of older workers Increase in racial diversity

Explicit knowledge

Knowledge that can be formalized, codified, and communicated.

focuses on training as well as team building, conflict resolution, employee growth, and change management.

Organizational development

Tacit knowledge

Personal knowledge that is based on individual experience and that is difficult to explain to others.

STEM skills

Science, technology, engineering, and math skills that U.S. employers need and value, but employees lack.

Outsourcing

The acquisition of training and development activities from outside a company.

Human resource development

The integrated use of training and development, organizational development, and career development to improve individual, group, and organizational effectiveness.

Talent management

The process of attracting, retaining, developing, and motivating highly skilled employees and managers.

Gig economy

a labor market characterized by the prevalence of short-term contracts or freelance work as opposed to permanent jobs.

The knowledge (know what), advanced skills (know how), system understanding and creativity (know why), and motivation to deliver high-quality products and services (care why) is referred to as ______.

human capital

The policies, practices, and systems that influence employees' behavior, attitudes, and performance are referred to as ______.

human resource management

Informal learning refers to learning that _____.

is central to the development of tacit knowledge

Human Resource Management

the policies, practices, and systems that influence employees' behavior, attitudes, and performance

Formal training and development

training and development programs, courses, and events that are developed and organized by the company

Competitiveness

A company's ability to maintain and gain market share in an industry.

Instructional System Design (ISD)

A process for designing and developing training programs.

Training

A company's planned effort to facilitate employees' learning of job-related competencies.

ISO 9000:2000

A family of standards developed by the International Organization for Standardization that includes 20 requirements for dealing with such issues as how to establish quality standards and document work processes.

work team

A group of employees with various skills who interact to assemble a product or produce a service.

Malcolm Baldrige National Quality Award (MBNQA)

A national award was created in 1987 to recognize U.S. companies' quality achievements and to publicize quality strategies.

Six Sigma process

A process of measuring, analyzing, improving, and then controlling processes once they have been brought within the Six Sigma quality tolerances or standards.

Total Quality Management (TQM)

A style of doing business that relies on the talents and capabilities of both labor and management to build and provide high-quality products and services and continuously improve them.

Training design process

A systematic approach to developing training programs. Its seven steps include conducting needs assessment, ensuring employees' readiness for training, creating a learning environment, ensuring transfer of training, developing an evaluation plan, selecting training methods, and evaluating training programs.

Identify a step that should be taken to overcome the flaws of the instructional system design model

A systematic training design should be used to increase the benefits that can be realized.

Virtual team

A team that is separated by time, geographic distance, culture, and/or organizational boundaries and that relies almost exclusively on technology to interact and complete projects.

Cross training

A training method in which team members understand and practice each other's skills so that members are prepared to step in and take another member's place should someone temporarily or permanently leave the team; also, more simply, training employees to learn the skills of one or several additional jobs.

Competitive advantage

An upper hand over other firms in an industry.

______ refers to the adoption of a novel concept or behavior by a company.

Change

Lean Thinking

Doing more with less effort, equipment, space, and time, but providing customers with what they need and want. Part of lean thinking includes training workers in new skills or how to apply old skills in new ways so that they can quickly take over new responsibilities or use new skills to help fill customer orders.

True or false: Designing work, compensating employees, and enhancing labor and employee relations are outside the purview of human resource management.

False

True or false: There is only a single universally accepted instructional system development model that is used to develop training programs.

False

Which of the following strategies helps companies to gain a competitive advantage in a market? -Focusing on training practices -Banning the use of social networking sites by employees -Increasing employees' salaries -Focusing on generational differences in the workforce

Focusing on training practices

The highest level of national recognition for quality that a U.S. company can receive is the Blank______, which was created by public law.

Malcolm Baldrige National Quality Award

_____ refers to the organized and strategic effort by a company to utilize bundles of human resource management practices, including acquiring and assessing employees, learning and development, performance management, and compensation to attract, retain, develop, and motivate highly skilled employees and managers.

Talent management

Learning

The acquisition of knowledge by individual employees or groups of employees who are willing to apply that knowledge in their jobs in making decisions and accomplishing tasks for the company; a relatively permanent change in human capabilities that does not result from growth processes.

Employee Engagement

The extent to which employees are fully involved in their work and the strength of their commitment to their job and the company.

Human capital

The sum of the attributes, life experiences, knowledge, inventiveness, energy, and enthusiasm that a company's employees invest in their work.

Nontraditional employment

The use of independent contractors, freelancers, on-call workers, temporary workers, and contract company workers.

Social Capital

The value of relationships among employees within a company.

Customer capital

The value of relationships with persons or other organizations outside a company for accomplishing the goals of the company (e.g., relationships with suppliers, customers, vendors, and government agencies).

Millennials

They are characterized as being positive, eager to work and learn, self-reliant, globally aware, and value diversity and teamwork.

Generation Xers

They value skepticism, casualness, and practicality; seek work/life balance; and dislike close supervision.

Baby boomers

They value social conscientiousness and liberty.

------ refers to an organized effort by a company to facilitate learning of job-related competencies, knowledge, skills, and behaviors by employees.

Training

______ refers to an organized effort by a company to facilitate learning of job-related competencies, knowledge, skills, and behaviors by employees.

Training

True or false: The processes in knowledge management contribute to informal learning.

True

UV Care Inc., a financial services company, faced a major shift in its employee demographics because of the retirement of a large number of baby boomers and the recruitment of a large number of millennials. In this scenario, the company's management should_______

allow the millennial employees to learn and grow

Employees' engagement levels in a company are evaluated with _____.

attitude or opinion surveys

A company's ability to maintain and increase its market share in an industry is referred to as ______.

competitiveness

In a company, knowledge workers are

employees who contribute to a company by sharing what they know.

The knowledge that is well documented, easily communicated, and easily transferred from person to person is referred to as Blank______.

explicit knowledge

The process of enhancing company performance by designing and implementing tools, processes, systems, structures, and cultures to improve the creation, sharing, and use of knowledge can be referred to as Blank______.

knowledge management

Training can aid companies meet the quality challenge by teaching employees a concept known as___

lean thinking

A(n) Blank______ embraces a culture of lifelong learning, facilitating all employees to gain and share knowledge continually.

learning organization

Development is similar to training, except that it tends to be Blank______.

more future-focused

The process of exporting jobs from developed countries, such as the United States, to countries where labor and other costs are lower is referred to as Blank______.

offshoring

Personal knowledge based on individual experiences that is difficult to codify can be referred to as Blank______.

tacit knowledge

Informational learning

Learning that is learner initiated, involves action and doing, is motivated by an intent to develop, and does not occur in a formal learning setting.

______ is the most significant factor in deciding the size and composition of the labor force, which comprises people who are working and those who are looking for work.

Population

The ATD competency model describes _____.

what is required for an individual to be successful in the training and development field

As the occupational structure of the U.S. economy has shifted, there is an increase in the demand for

qualified workers