Training & Development - Exam 1

Near transfer

A trainee's ability to apply learned capabilities exactly to the work situation.

Far transfer

A trainees' ability to apply learned capabilities to the work environment even though it is not identical to the training session environment.

Social capital

Corporate culture, management philosophy, management practices, informal networking systems, and coaching/mentoring relationships

Customer capital

Customer relationships, brands, customer loyalty, distribution channels

Intellectual capital

Patents, copyrights, trade secrets, and IP

3 phases of training program design

Phase 1: Pre-training Phase 2: Learning event Phase 3: Post-training

Business partner

uses business and industry knowledge to create training that improves performance

Andragogy

The theory of adult learning; developed out of a need for a specific theory of how adults learn

Clubs

companies in highly regulated industries such as: "energy or health care" developing talent internal labor market/rely on team or dept. performance

Professional specialist

designs, develops, delivers, and evaluates learning and performance solutions

Learning Strategist

determines how workplace learning can be best used to help meet the company's business strategy

Academics

dominant in their industry or markets "training their current employees"

What features are necessary to make microlearning effective?

- A short duration. Microlearning is designed for trainees who may not have enough time to spend on training sessions. Thus, the entire training module is divided into short modules; a maximum of 5 mins - Single thread. The module prepared should only carry a single object. Using more than two- three topics in a single module may not be effective. In order to teach the trainee effectively, each module should contain separate objectives. - Encourage interactions. Training is said to be effective when it is made interactive. The content should be maximum 5 minutes and the rest of the time should be devoted to discussion. Back and forth communication will help to develop interaction, cooperation and coordination. Further, the feedback on the learned knowledge would help to correct the mistake then and there - Designed to work on multiple devices. The trainees should be able to access the learning module through tablets, computers and mobile phones too. THis flexibility would actually stimulate and encourage the trainees to participate in the program and to interact

Describe the human capital requirements for fortresses, baseball teams, clubs and academics

- Fortresses - Baseball teams - Clubs - Academics

Describe how awareness of generational differences can help create an appropriate learning environment. Consider at least 3 of the generations discussed in the text.

1. Baby boomers- Enjoy high executive positions who have a strong urge to succeed and evaluate situations independently with more sensitivity to criticism. They favor interactions and discussions in a group and like to evaluate new skills and concepts independently. 2. Generation X tends to be more self reliant and self motivated. More hands on and engaging activities help them learn the best. 3. Millennials prefer more group work activities which include the use of technology. Using technology is the most preferred way for them because that is what they are most familiar with in their education.

3 components of expectancy theory

1. Expectancy 2. Instrumentality 3. Valence

Name/describe the 4 types of capital described in the text and identify which are most directly influenced by training and development?

1. Human capital 2. Customer capital 3. Social capital 4.Intellectual capital Directly influenced by T&D: Human & Social Capital

What are the roles that training, and development professionals can take according to the ATD competency model?

1. Learning Strategist 2. Business partner 3. Project manager 4. Professional specialist

3 levels of analysis for conducting a needs assessment

1. Organizational analysis 2. Task Analysis 3. Person Analysis

Describe the principles of adult learning theory (andragogy) and their implications for training design and delivery.

Adults (according to Knowles' model): - Need to know why they need to learn something - Need to be self-directed - Bring more work-related experiences into the learning situation - Enter a learning experience with a problem-centered approach to learning - Are motivated to learn by both extrinsic and intrinsic motivators

Baseball teams

Companies that emphasize innovation and creativity "difficult to train skills"

What are the disadvantages of a centralized training function? (DEC)

Dictatorship: Employees in the subordinate level are given no authority in the decision making process. It creates the problem of dictatorship in business. As a result, employees see no growth or motivation in the business. Expensive: Sometimes centralized training incurs a huge maintenance cost as a huge number of people are gathered for training. The training and development has to be initiated in one location. Due to different geographical locations it causes inconvenience. Creates bureaucracy: I gives authority to multiple line, which creates bureaucracy in decision making which result in delay of work

Phase 2: Learning event (Training Program Design)

Involves preparing instruction (classes, the overall program) and the physical environment to facilitate learning Focuses on creating a positive learning environment including planning the activities that occurred during training, selecting a high-quality instructor or trainer, choosing a training room and creating positive interaction with learner's, and having a proper program design

Phase 1: Pre-training (Training Program Design)

Involves preparing, motivating, and energizing trainees to attend the learning event Also involves ensuring that the work environment ( i.e. climate, managers, and peers) supports learning and transfer

How is learning and transfer of training is enhanced?

Learning and transfer of training is enhanced when they are linked to outcomes such as better job performance, a salary increase, or peer recognition (instrumentality) and when employees value these outcomes (valence).

Phase 3: Post-training (Training Program Design)

Refers to transfer of training or getting learners to apply what they have learned to their work. Typically, most effort, attention, and financial resources tend to be devoted to designing and choosing the learning event itself.

Instrumentality (Expectancy Theory)

The belief that performing a given behavior is associated with a particular outcome. E.g. being able to better perform a job

ATD competency model

Specifies what is necessary for an individual to be successful in the training field

What are the advantages of a centralized training function? (SCEB)

Strong business strategy: It helps in single alignment of the entire business strategy Consistency: It provides great consistency in the training process of an organization Ease work distribution: With the help of centralized training process leader or expert can handle his field. It helps in the distribution of work processes with the other team. Better programming: Centralized training helps in better development of the leaders and it also helps in managing the talent of employees. It also enhances the learning process.

Human capital

Tacit knowledge, education, work-related know-how, and work-related competence

Expectancy (Expectancy Theory)

The belief about the link between trying to perform a behavior (or effort) and actually performing well; the mental state that the learner brings to the instructional process. E.g. attending a training program

Microlearning

Training delivered in small pieces or chunks designed to engage trainees, motivate them to learn, and help facilitate retention.

Why should upper-level managers be included in the need's assessment process?

Upper level managers need to be included in the needs assessment process in order to have a more diverse view of the training needs of the company. This can ensure the entire company's needs are assessed collectively and align with the corporation's goal and mission.

Valence (Expectancy Theory)

Value that a person places on the outcome E.g. how important it is to perform the job well/better on the job

Fortresses

in financial and other resources are not available for development, so companies tend to rely on hiring talent from the external labor market

Organizational Analysis

involves determining the appropriateness of training, given the company's business strategy, resources, and managerial and peer support for training.

Person Analysis

involves determining whether performance deficiencies are due to a lack of knowledge, skills, or abilities to problems with motivation or work design; and determining employees' readiness for training

Task Analysis

involves identifying the important tasks performed as well as the knowledge, skills, and behaviors that are required to perform those tasks

Project manager

plans, obtains, and monitors the delivery of learning and performance solutions to support the business