quiz 2 chapters 4,5,6,7
random assignment
a process in training program design and evaluation where by the trainer randomly assigns individuals to the training and control groups
meta analysis
a research technique where the researchers combine the results from many other studies on a given topic to look for average effects or correlations between variables.
job instruction training (JIT)
a set sequence of instructional procedures used by the trainer to train employees while they work in their assigned job
task identification
a step in the task analysis process, It focuses on the behaviors performed within the job, included ing the major tasks within the job, how each task should be performed, and the variability of performance
job specification
a summary of the knowledge, skills, abilities, and other characteristics (KSAOs) that are required of employees to successfully perform a job
job analysis
a systematic study of a job to identify its major tasks or components, as well as the knowledge,skills, abilities, and other characteristics necessary to perform that job
time sampling
a task identification method that involves having a trained observer watch and note the nature and frequency of an employee's activities. By observing at random intervals over a period, a clearer picture of the job is understood and recorded.
job rotation
a technique that is intended to develop job related skills, which involves a series of assignments to different positions or departments for a specified period.
critical incident technique (CIT)
a technique used for task identification. It involves having individuals who are familiar with the job record incidents of particularly effective and ineffective behavior that they have seen on the job over a period
role playing
a training method in which trainees are presented with a n organizational situation, assigned a role or character in the situation, and asked to act out the role with one or more other trainees.
case study method
a training method that helps trainees learns analytical and problem solving skills by presenting a story about people in an organization who are facing a problem or a decision
on the job training (OJT)
a training method that involves conduction training at a trainee's regular workstation.
lecture method
a training method that involves the oral presentation of information by a subject matter expert to a group of listeners
business games
a training method that is intended to develop or refine problem solving and decision making skills. this technique tends to focus primarily on business management decisions
intranet based training (IBT)
a training method that uses internal computer networks for training purposes
behavior modeling
a training method where trainees observe a model performing a target behavior correctly.
train the trainer programs
a training program that identifies in house content experts who lack training skills, and then trains them to become effective trainers
in-basket exercise
a type of simulation used in management development programs and assessment centers that assesses the trainee's ability to establish priorities, plan, gather relevant information, and make decisions
job duty task method
a type of task analysis method that divides a job into the following sub parts: job title, job duties, and the knowledge, skills, abilities, and other characteristics required to perform each identified task
practicality
a vital issue to consider when selecting a data collection method; concerning how much time, money, and resources are available for the evaluation method
360-degree performance appraisal
an approach to performance evaluation that generally uses peer, subordinate, superior, and customer feedback to obtain as complete a picture as possible of an employee's performance
job inventory questionnaire
an approach to task analysis. a questionnaire is developed to ask people familiar with the job to identify all of its tasks.
task analysis
an aspect of needs assessment that emphasizes what trainees need to be able to do to do their job or complete a process effectively
strategic organizational analysis
an aspect of needs assessment that reveals where in the organization training is needed and under what conditions it will occur
intelligent computer assisted instruction (ICAI)
an instructional program that is able to discern the learner's capability from the learn;s response patterns and by analyzing the learner's error.
computer aided instruction (CAI)
an instructional program that uses a computer system
cost benefit analysis
comparing the monetary costs of training to the benefits received in non-monetary terms, such as improvements in attitudes, safety, and health
intranets
computer networks that use internet and WWW technology, software tools, and protocols for finding, managing, creating, and distributing information within one organization
videoconferencing
conducting conferences between remote locations using telecommunications technolgy
self report data
data provided directly by individuals involved in the training program
static media
fixed illustrations that use both words and images
subject matter expert (SME)
individuals with particular expertise on a given topic. Many train the trainer programs seek to provide SMEs with the necessary knowledge and skills to design and implement a training program
training methods
instructional approaches including both on the training as well as various classroom techniques. the selection of the appropriate technique should be guided by the specific objectives to be obtained as well as by participant expertise.
computer based training (CBT)
instructional method that uses computer technology, CBT can be implemented using a computer at an employee's desk or work station in a company classroom, or even at an employee's home. The primary advantage of CBT is its interactivity and flexibility
classroom trainining
instructional methods that take place away from the normal work setting
validity
is concerned with whether the data collection method actually measure what it is intended to measure
telecommunications
methods for transmitting training programs to different locations, such as via satellite, microwave, cable, and fiber optic netowrks
compliance needs
needs that are mandated by law
diagnostic needs
needs that focus on the factors that lead to effective performance and prevent performance problems, rather than emphasizing existing problems
analytic needs
needs that identify new, better ways to perform tasks
dynamic media
techniques used to present dynamic sequences of events
time series design
the collection of data over time, which allows the trainer to observe patterns in individual performance
reliability
the consistency of results from a test or evaluation measure
discussion method
the discussion method of training involves the trainer in two way communication with the other trainees, and the trainees in communication with each other
cost effectiveness analysis
the financial benefits accrued from training, such as increases in quality and profits, or reduction in waste and processing time
training manuals
the instructional materials used for training. this can include basic instructional material, readings, exercises, and self tests
training competency
the knowledge and varied skills needed to design and implement a training program
person analysis
the part of the needs assessment process that reveals who needs to be trained, and what kind of training they need
job description
the portion of the job analysis that focuses on the tasks and duties in a given job
HRD evaluation
the systematic collection of descriptive and judgmental information necessary to make effective training decisions related to the selection, adoption, vale, and modification of various instructional or HRD activities
return on investment (ROI)
a measure of the benefit the organization receives by conduction the training program
stimulus response feedback method
a method for identifying and describing the major tasks that make up a job. It breaks down everything into 3 tasks.
pretest and post test
a practice that should be included in research design that allows the trainer to see what has changed after the training
needs assessment
a process by which an organization's HRD needs are identified and articulated. It is the starting point of the HRD and training process.
audiovisual media
a method of classroom training that takes advantage of various media to illustrate or demonstrate the training material. Audiovisual media can bring complex events to life by showing and describing details that are often difficult to communicate in other ways.
training program objectives
a collection of words, symbols, pictures, and.or diagrams describing what you intend for trainees to achieve
blended learning
a combination of traditional and technology enhanced training
utility analysis
a computation that measure in dollar terms the effect of an HRD program in terms of a change in some aspect of the trainee's performance
informed consent
a form stating that the participants in an evaluation study have been informed of these facts and agree to participate in the study
control group
a group of employees similar to those who receive training, yet who don't receive training at the same time as those who are trained.
lesson plan
a guide for the delivery of the content of a training program creating a lesson plan requires the trainer to determine in advance what is to be covered and how much time to devote to each part of the session
research design
a plan for conduction an evaluation study
