T&D exam 3

Cloud computing

a computing system that provides information technology infrastructure over a network in a self-service modifiable, and on demand . Can be delivered on demand via the internet (public cloud) or restricted within an organization (private cloud)

Family and medical leave act

a federal law that provides up to twelve weeks of unpaid leave in a one year period for parents with new infants or newly adopted children as well as people leaving work to care for a family member who is ill, or to dela with personal illness. 26 weeks for a service member

Bandwidth

the number of byte sand bits (information) that can travel between computers per second) graphics, pictures, animation, and video can be snow and crash systems. Online courses should be designed with company bandwidth in mind)

Presence

the perception of actually being in a particular environment ) influenced by amout of sensory information available to the trainee, ccontrol over sensors in the environment, and the trainees' ability to modify the environment

Tuition reimbursement

the practice of reimbursing employees costs for college and university courses and degree programs., about 10 billion a year

Sustainability

a companys ability to make a profit without sacrificing the resources of its employees, the community, or the environment

EPSS includes

1. an assisstant to automate asks and lighten workloads, 2. a librarin to provide task specific information, 3. a teacher to guide the user through the process step by step, 4. an advidor to privde expert advice

Activities in 360

1. Understand strengths and weaknesses, 2. identify development goals, 3. identify a process for recognizing goal accomplishments, 4. identify strategies for reaching the development goal

Onboarding

(or socialization) refers to the process of helping new hires adjust to social and performance aspects of their new jobs

Types of learning environments

1. Classroom learning environment, 2. Technological learning environment, 3. Blended learning envuronment (Figure 8.2)

Principles for creating a positive online learning experience

1. Instructions include relevant visuals and words, 2. text is aligned close to visuals, 3. complex visuals are epxlained by audio ortxt, rather than both, 4. Extraneous visuals, words, and sounds, are omitted, 5. learners are socailly engaged through conversational language agents, 6. Key concepts are esxplained prior to the full process, 7. prompts are provided that encourage self regulation 8. content is presented in short sequences over which learners have control, 9. activities and exercises that mimic context of the job are provided, 10. Explanations are provided for learner responses to quizzes and exercises, 11., exercises are distributes with and among modules rather than a single place

Skills for future trainers

1. Matching training content and methods to the local culture of the workforce, 2. Designing learning space, as well as content in technology driven learning environments, 3. Use of multimedia tools, 4. DElivering and packaging trraining in differenf romats for beginners and experts, 6. Use of assessments to determine trainees' learning styles, 7. developing search nd identify techniques so employees can find information and training when they need it, 8. Be a change agent, 9. Developing and delivering learning that is integrated with the job, 10. Understand how social media can be used for learning and its limitations, and 11. Identify teh root cause of business problems

Effectiveness of online learning

1. More effective for declarative knowledge, 2. equally effective for procedural knowledge, 3. learners are equally satisfied, 4. more effective when learners have control, the course is long, or learners can practice, 5. employees who get more from it complete more preactice, 6. not effective for all learners, especially low computer self efficacy learners

Future Trends that will affect training

1. Need to contribute to sustainability, 2. Use of new technologies for training delivery at instruction, 3. Breakthroughs in neuroscience about learning, 4. Greater emphasis on speed in design, focus on content, 5. Increases emphasis on capturing and sharing intellectual capital and social learning, 6. INcreased use of just in teime learning and performance support, 7. Increased emphasis on performance analysis, big data, and learning for business enhancement, 8. Increased use of stakeholder focused learning, training partnerships, and outsourcing training

Areas to consider in a development plan

1. Professional goals and motivation, 2. talents and strengths, 3. development opportunities, 4. development objectives and action steps

Advantages of online learning

1. Supports the company's business strategy and objectives, 2. accessible at any time or place, 3. Audience can include employees, managers, vendors, customers, and clients, 4., training can be delivered faster and to more people in a shorter time, 5. updating is easy, 6. practice, feedback, objectives assessment, and other positive features of a learning environment can be built into the program. Learning is enhanced through the use of multiply media, 7. Paperwork can be eliminated, 8. It can link learners to other content, experts and peers.

Types of simulations

1. branching story ( make decisios based on presented situation and progress based on decisions) 2. Interactive spreadsheet ( trainnes have set of business rules and asked to make decisions that will affect business, decisions are entered into the spreadsheet that shows how they affect business), 3. game based (play video game on computer), 4. virtual lab (trainees interact with a computer representation of the job for which they are being trained)

New tech for learning

1. e learning, online learning, computer based training, and web based training, 2. webcasts/webinars, 3. podcasts, 4. mobile learning, 5. blended learning, 6. wikis, 7. distance learning, 8. social media, 9.shared workspaces, 10. RSS feeds, 11. blogs, 12. chat rooms and discussion boards, 13. microblogs or microsharing

When training support tech is most needed

1. performance of a task is infrequent, 2. task is long, difficult, or info intensive, 3. consequences of error are damaging, 4. performance relies on knowledge, procedures, approaces, that change often, 5. high turnover, 6. little time or resources for training, 7. employees are expected to take full responsibility for learing and performing tasks.

Social media is useful for

1. providing links to resources such as webinars, videos, and articles, 2. helpingdetermine future training needs, 3. reinforcing and sustaining learning, 4. being used as a coaching or mentoring tool, 5. linking learners before, during, and after a formal training event, 6. Engaging generation X and millenial employees, 7. Providing content before a face to face learning event

Guidelines for developing effective training in a virtual classroom

1. short modules with assignments that apply learning to new job, 2. make learning interactive and interesting, 3. include media, 4. limit classroom size to no more than 25 learners, 5. offer learners multiple ways to interact with each other

Conditions under which to use tech training methods

1. sufficient budget and resources, 2. trainees are georaphically dispersed and travel costs are high, 3. trainees are comfortable with tech, 4. increased use of tech is part of the business strategy, 5. employees have limited or no time for training, 6. current trainig methods are limited in time for practice, feedback , and assessment, use of tech fits org culture or business strategy

Design factors of effective development systems

1. system is positioned as response to business needs, or as support, 2. employees and managers take part in developing the plan, 3. employees are encouraged to take an active role in career mgmt and development, 4. eval is ongoing and used for improvement, 5. business units can customize the system for their own purpose, 6. employees have access to development abnd career info sources, 7. senior mgmt and company culture supports development system, 8. development system uses competencies, skill, and behavior that are common to the companys other human resource practices, including performance mgmt, training, and recruiting, 9., the development system is linked to other hr practices such as performance mgmt training, and recruiting systems, 10., large diverse talent pool is created, 11. Development plans and talent evaluation information are available and accessible to all managers

Characteristics for effective job rotation

1. used to develop skills, and give employees experience they will need for managerial positions, 2. employees understand specific skills that will be developed by rotation, 3. rotation is linked with career management process, 5. benefits are maximized and costs are minimized, and 6. all employees have equal opportunities for rotations

Mobile technology consists of

1. wireless transmission systems like wifi and bluetooth that allow transmission of data without need for phsycial connections ebtwen devices or between device and internet, 2. mobilde devices and rFIDs, 3. Software applications related to processing audio files, word processing, spreadsheets, internet, email and instant messaging

Process of developing succession

1.identify positions included in the plan, 2. identify the employees included in the plan, 3. develop standards toe valuate positions, 4. determine how employee potential will be measured, 5. develop succession planning review, 6. link succession planning system with other hr systems, 7. determine what feedback is provided to employees, 8. measure effectiveness of succession plan

Frequency of use of employee development practices

84% use trianing orhter than leadership, 70% use development plannig, 55% use coaching, 47% use job assignments, 30% use job rotation, and 25% use internal mentoring programs

Augmented reality

A live direct or indirect view of a physical, real-world environment whose elements are supplemented by computer generated sound, video, graphics, or GPS data. It can allow a learner to enter books, magazines, and training rooms and experience them in three dimensional form as if real life. An intelligent agent like siri can help navigation

Social Learning

learning with and from others. Can be face to face, or online. Through sharing ideas, info and epxeriences, we can learn more with otehrs than we can alone

Blogs

A webpage where an author posts enteries and readers can comment (ex wordpress)

Virtual reality

a computer based technology that provides trainees with a three dimensional learning experience. Allows simulations to become even more relaistic using specialized eqpent

Job enlargement

Adding challenged or new responsibilites to employees current jobs.

Protean career

Based on self direction with the goal of psychological succes in ones job. Employees take major repsonsibility for manageing their careers.

1. employees can gain control over when and where they receive training 2. they can access knowledge and expert systems as needed 3. learning environment can look and feel just like the work environment, 4. employers can choose type of media they want in training, 5. course enrollment, testing, and training can be handled electronically, 6. accomplishments during training can be monitored, 7. traditional training methods can be delivered to trainees rather than them having to come

Benefits of technology in T&D

Hyperlinks

links that allow trainees to eaccess other websites that include printed materials, as well as communications links to experts, trainers, and other learners,

Recycling

Changing ones major work activity after having been established in a specific field. Accompanied by a reexploration of values, skills, interests, and potential employment opportunities

Webcasts/webinars

live web based delivery of instruction to trainees in dispersed locations

mobile learning

Delivery of training through handheld mobile devices such as smartphones or tablet computers

Steps in development planning process

Figure 9.1 Self assessment --> reality check --> goal setting --> action planning

Examples of work life balance practices

Flexible work schedules, job sharing, child care, eldercare, eprsonal leave, telecommuting, reduced meeting times, reduced work hours, adoption support, paid vacation time, personal services

Developing an LMS

Leadership must be on board, must have e-learning culture, , should be integrated with talent management systems

Tips for developing effective online assessment

Needs assessment (link betweej business needs and online assessment, access to tech, training needs, train trainers), creating positive learning experience (use games, design the course simply, communicate collab orate, user friendly, chunk training, useful annimations), provide time and space under learner control(Give them control, opportunity to skip, pause, bookm ark, review and return.)

RID strategies

Table 11.3. Focus on accomplishment and performance, develop a learning system isntead of an instructional system, use shortcuts, combine different steps of the instructional design process, implement trianing and continuously improve it, skip steps in the instructional design process, use existing course materials that can be customized with examples, exercises,a nd assignments, develo instruction around job aids and performance support, use recording quipent, internet and email to collect daa and exchange information with SMEs.

Factors to consider in deciding to use social media for training and learning

Table 8.7

Developing successful mentoring programs

Table 9.11

Matching job experiences to employee development needs

Table 9.9

job demands

making tansitions, creating change, having high level of responsibility, being involved in nonauthority relationships, facing obstacles

Features of LMSs

Trainee management and reporting, training event and resource management, online course delivery, infrastructure, authoring tools, skill assessment, professional development management, knowledge bases, personalization

Just in time learning (embedded learning)

learning that occurs on the job, as needed: it involves collaboration and nonlearning technologies, such as microblogs, and it is integrated with knowledge management.

Components of ITS

User interface, domain expert, trainee model, trainign session manager, trainee scenario generator

New technology that influences training

Wearables, gamification, wireless tablet base tech, mobile learning, augmented reality, visual communciations, tin can API (or experience API), learning records store (LRS), and artificial intelligence

Rapid instructional design (RID)

a group of techniques that allows training to be built more quickly. It modifies the training design model , which consists of needs analysis, design, development, implementation, and evaluation. Two imporant principants. 1. instructional content and process can be dveloped independently of each other, and 2. resources that are devoted to design and delivery of instruction can be reallocated as appropriate

Self-regulation

a learners inolvement with the training material and assessing their progress towards learning

Sabbatical

a leave of absence to develop new skills. Help reduce stress and burnout.

Coach

a peer or manager who works with employees to motivate them, help them develop skiils, and provide reinforcement and feedback

Career path

a sequence of job positions involving similar types of work and skills that employees move through in the company

In-basket

a simulation of the administrative tasks of managers jobs. Includes documents that might appear in the in basket, email, or on the managers desk

Shared workspace

a space hosted on a Web server where people can share information and documents (like google docs)

Tin Can API (or experience API)

a specification for learning technology that makes it possible to collect data about an employees or a teams online and face to face learning experiences. It allows the collection of data based in the reality that learning occurs everywhere using different tools or methods, including simulations, virtual worlds, serious games, social collaborations, and through real world experiences and formal training programs. It sends a statement to the learner in the form of another learnier, an action , or activity

In group mentoring programs

a successful senior employee is paured with a group of four to six less experienced proteges.

Development planning or career management system

a system to retain and motivate employees by identifying and helping to meet their development needs

Leaderless group discussion

a team of 5-7 employees are assigned a problem and must work together to solve it within a certain period

Learning Management System (LMS)

a technology platform that can be used to automate the administration, development, and delivery of all of a companys training programs. Can provide employes managers and trainers with the ability to manage, deliver, and track learning activities

nine box grid

a three by three matrix used by groups of managers and executives to compare employees within one department, function, division, or enture company. Its used for analusis and discussion of talent to help formulate effective development plans and activities and to identify talented employees who can be groomed for promotion. Figure 9.5

Telecommuting

a work arangement that gives employees flexibilty in both work location and hours

Action plan

a written strategy that employees use to determine how they will achieve theirshort and long term career goals. May involve any one or combination of development approaches

Plug in

additional software that needs to be loaded on the computer to listen to sound, watch video, or perform other functions. Can be expensive or time consuming

Promotions

advancements into positions with greater challenges. More responsibilities, and more authority than the previous job. Usually include a pay raise

Externship

allowing employeews to take a full time operational role at another company

Lifelong Learning Accounts (LiLAs)

an account for education to which both the employee and the company contribute. The employee keeps the account even if they leave the company to pay for additional education at vocational schools, colleges, and universities

Myers brigs type inventory (MBTI)

an assessment based on Jung's personality type theory. Emphasized that we have a fundamental personality types that shapes and influences how we understand the world. Determines which of 16 personality types fits best. Based on introversion/extroversion, sensing or intuition, thinking or feeling, judging and perceiving

Electronic performance support system (EPSS)

an electronic infrastructure that captures, stores, and distributes individual and corporate knowledge assets throughout an organization to enable indivduals gto achieve required levels of performance in the fastest possible time and within a minimum of support from other people

Chat rooms and discussion boards

an electronic room or message board on which learers commincate. Communications between learners can occur at the same or different times. A facilitator or instructor can moderate the conversations which may be grouped by topic

mentor

an experienced, productive senior employee who helps develop a less expereinced employee

Intelligent tutoring systems (ITS)

an instructiona system that uses artifical intelligence. Three types ?8tutoring, coaching, and empowering)

Rapid prototyping

an iterative process in which initial design ideas are proposed and provided in rough form in an online working prototype that is reviewed and refined by design team memebers. Multiple media types to appeal to learning styles

Apps

applications designed specifically for smartphones and tablet computers, Used to supplement training, manage the path or sequence of training, and to help employees maintian training records

Upward feedback

appraisal that involves collecting subordinates evaluations of managers behaviors or skills (like 360 feedback)

Career Support

coaching, protection, sponsorship and providing challenging assignments, exposure, and visibility

Assessment

collecting information and providing feedback to employees about their behavior, communication style or skills

Learning Records store (LRS)

collects and stores all of the learning experiences in the form of statemntes that can beorganized and presented in a meaningful way. LRSs can communicate with each other allowing data about learning activities to be easily shared across organizations. Can be accessed by learning management systems and reporting tools. Employees can have their own lockers with their own learning history. Can automatically send Tin Can APIs

Four steps of onboarding

compliance (understand basic legal and policy or company related rules and regulations), clarification (understand job and performance expectations), culture (understand company history, traditions, values, and norms), connection (understand and develop formal and informal relations)

Virtual worlds

computer based simuated online three dimensional representations of the real world where learning programs or experiences can be hosted

Avatar

computer depictions of humans that are used as imaginary coaches, coworkers, anc customers in simulations

Repurposing

directly translating an instructor led face tof ace training program into an online program. Can lead to bad training if not careful

Transfer

employee is assigned a job in different areas of the company

Interview

employees answer questions abouttheir work and personal experiences, skills, weaknesses, and career plans

Advantages of virtual worlds

learners are more satisfied with them, can imitate an actual workspace, and proveds a space to meet other people, building skill with no risk, especually for non routine job tasks. Teamwork practice is possible.

Characteristics of effctive onboarding programs

employees are encouraged to ask questions, program includes technical and social information, employees manager has onboarding responsibility, debasing or embarassing new employees is avoided, employese learn about company culture, history, language, products, services, and customers follow up occurs at different points, program involves participation, active involvement, formala nd informal inteaction between new hires and current employees, relocation assistance is provided

360-Degree feedback

employees behaviors or skills are evaluated not only by subordinates but by peers, customers, their bosses, and tehmselves

Job hopping

employees changing jobs usually between companies, every two to thre years. Prevalent today among gen X and millenials

Dual career path system

enables employees to remain in a technical or sales career path or move in to a management career path

Design

everything that happens before the traiing experience

Employee career stages

exploration (identify what interets them and pusure education and training) , establishment (finding eployment), maintenance (concerned with keep skills up to date), and decline ( preparing to phase out of work and retire)

Job rotation

gives employees a series of joba ssignments in various functional areas of the company or movement among jobs in a single functional area or department. Helps employees gain an overall appreciation of the companys goals increases understanding of different funcitions , develops contact networks,, and improves problem solving and decision making skills

Flextime

giving employees the option of choosing when to work during the work day, work week, or work year

Learner control

giving trainees the option to learn activ ely though self pacing, exercisis, exploring links to other materian, and conversations with other trainees and experts. You can skip,pause etc.

Job sharing

having two employees divide the hours, responsibilities, and benefits of a full time job

Work life balance

helping the employee deal with the stresses, strains, and conflcits related to trying to balance work and nonwork demands

Performance analysis approach

identifying performance gaps or deficiencies and examining training as one possible solution for the business untis and customers. . Trainign departments will continue instructing managers to consider all potential causes of poor performance before deciding that training is the solution

Psychosocial support

includes serving as a friend, and a role model, providing positive regard and acceptance and creating an outlet for the protégé to talk about anxiety and fear

Web casting / webconferencing

instruction that is provided online through live broadcasts.

Human capital management

integrates training with all aspects of the human resource function to determine how training dollars are spent and how training expenses translate into business dollars for the company. LMS cetnralize this

ITS is different cuz

it can match isntruction to individual student needs, can communicate and repsond to the student, model trianee's learning process, decide on basis of past performance, what info to provide, make decisions on trainees level of understanding, can complete a self assessment resulting in modification of its teaching process

Features of online learning

it is possible to enable learners to interact with the training content and other learners to decide how they want to learn

Temporary assignments

job tryouts such as employees taking on a position to help them determine if they are interesting in working ain a new role, employee exchanges, sabatticals, and voljuntary assignmetns. All have a predetermined end date.

Interactive distance learning (IDL)

latest generation of distance learning. Uses satellite tech to broadcast programs to different locations and allows traineees to respond to the questions posed using a keypad

Assessment center

multiple raters or evaluators evaluate employees performance on a number of exercises. Usually off site, 6-12 people at a time.

Asynchronous communciation

non-real-time interaction. People are not online and can not communicate with each other without a time delay, but learners can still access information resources when they desired

Disadvantages of virtual worlds

not easy to use for first timers, risk of difficult interface, high money and time investment to program, no empirical evidence

Formal education programs

off site and on site programs designed specifically for the company's employees, short courses offered by consultants or universities, executive MBA programs, and university prgrams in which participants actually live at theuniversity while taking classess.

Social media

online mobile technology used to create interactive communications allowing the creation and exchange of user generated content, /they include wikis, blogs, network such as facebook, myspace, linkedin, microsharing sites such as twitter, and shared media such as youtube

High potential employees

people that the company believes are capable of being successful in higher level managerial positions, such as a general manager of a strategic business unit, functional director, or CEO

Development

refers to a formal education, job experiences, relationships and assessment of personaly and skills that help employees prepare for the future

Job experiences

relationships, problems, demands, tasks, or other features that employees face in their jobs. Major assumption is that job experiences for exmployee development is that development is most likely to occur when there is a mismatch btw employee skills and past experiences and the skills required for the job

Skills related to managerial success

resourcefulness, doing whatever it takes, being a quick study, building and mending relationships,leading subordinates, compassion and sensitivity, straightforwardness and composure, setting a developmental climate, confronting problem subordinates, team orientation, balance between personal life and work, decisiveness, self-awareness, hiring talented staff, putting people at ease, acting with flexibility

Characteristics of effective dual career paths

salary, status and incentives of the paths are comparable, individual contributers may have lower base salaries than managers, but have opportunities to increase compensation, individual contributer path isnot to satisfy poor managerial potential but rather those with tech skills, individual contributers can choose their career path

Microblogs or microsharing

software tools that enable communcations in short bursts of text, links, and multimedia either through stand alone applications or through online communities or social networks (ex twitter)

Teleconferencing

synchronous exchange of audio, video, and or text between two or more individuals or groups at two or more locations

web 2.0

technologies include social networking, blogs, wikis, and twitter. Allows interaction with the internet. You can post and edit and change

Expert systems

technology, usually software, that organizes and applies the knowledge of human experts to specific problems. They have three elements. 1. knowledge base with facts, figures, and rules, 2. a decision making capability that immitates an expert, and draws conclusions, 3. a user interface that gathers and gives information ot hte learner

Psychological success

the feeling of pride and accomplushment that comes with achieving life goals that are not limited to achievements at work (raising a family and having good phsyical health)

Reality check

the information employees receive about how the company evaluates their skills and knowledge and whete they fit into the company's plans

Goal setting

the process of employees developing short and logn term development objectives. These goals usualyy relate to desured positions, level of skill application, work setting, or skill acquisition.

Succession Planning

the process of identifying evalutaing, developing, and tracking high potential employees who are cabaple of moving into higher level managerial positions.

Performance appraisal

the process of measuring employees performance. Can be usefil for employee development unders certain conditions

Self-assessment

the use of information by employees to detemine their career interests,values, aptitudes, andbehavioral tendencies (often uses assessments like MBTI, strong cambell inventory)

Digital collaboration

the use of technology to enhance and extend employees' abilities to work together regardless of their geographic proximity

synchronous communication

trainers, experts, and learners interact with each other live and in real time, the same way they would in a face-to-face classroom instruction

Distance learning

training delivered to trainees in other locations online, or through webcsts or virtual classrooms often supported with communications toools such as chat, email, and online discussions

E learning, online learning, computer based training, and web based training

training delivered using a computer or the web, can include CDs, DVDs of text and or videos. Can include and integrate into instruction text, interaction using simulations and games etc.

Blended learning

training is delivered using a combined technology and face to face instructional delivery aproach such as classroom and WBT

RSS feed

updated content sent to subscribers automatically instead of by email

Virtual classroom

using a computer and the internet to distribute instructor lead training to geographically dispersed employees. . Its cost saving and brings together people all over, but isnt the same as face to face

Podcasts

web based delivery of audio and video filters

Wikis

websites that allow many users to create, edit, and update content and share knowledge

Delivery

what happens during the training experience

Downward move

when an employee is given less responsibility and authority, may involve lateral demotion, but a cross functional moves to lower level positions, which gives employees experience working in different functional areas

Informational interviews

with managers or other employees who hold jobs in functional areas that they believe may be congruent with their interests and abilities, to gather information about the skills, job demands, and benefits of their jobs

Compressed workweek

work schedule that allows employees to work fewer days but with longer hours