CH. 7 Training

Readiness for training

Employee characteristics that provide them with the desire, energy, and focus necessary to learn from training.

serious games

Games in which the training content is turned into a game but has business objectives.

Communities of practice

Groups of employees who work together, learn from each other, and develop a common understanding of how to get work accomplished.

learning by doing

Idris is in a training session to learn how to use the new company accounting system. Part of the training involves working through a sample project using the software. Idris is paired with someone who has already gone through the training so that Idris can ask questions as he works through the project and get immediate answers. Idris' training is an example of Blank______.

make a long-term commitment to managing diversity

If a company wants to see results of its diversity efforts, it must first and foremost

implement new skills on the job share their learning with coworkers obtain new skills

In a continuous learning system, which of the following are employees expected to do ? (Select all that apply.)

readiness for training; motivation to learn

In order for employees to learn, they must have both Blank______, characteristics that provide them with the desire, energy, and focus necessary to learn from training, and Blank______, the desire of the trainee to learn the content of the training program.

passive recipients of information

In presentation methods, trainees are Blank______.

E-learning

Instruction and delivery of training by computers through the Internet or company intranet.

Webconferencing

Instruction that is provided online through live broadcasts.

Managing diversity, equity, and inclusion

Involves creating an environment that allows all employees to contribute to organizational goals, feel a sense of belongingness and being fairly treated, and experience personal growth.

Tacit knowledge

Knowledge based on personal experience that is difficult to codify.

Explicit knowledge

Knowledge that is well documented and easily transferred to other persons.

Adventure learning

Learning focused on the development of teamwork and leadership skills by using structured outdoor activities.

Informal 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.

internship

On-the-job learning sponsored by an educational institution, or part of an academic program.

hands

On-the-job training, simulations, and business games are all types of BLANK -on-training methods.

Massive open online courses (MOOCs)

Online learning designed to enroll large numbers of learners who have access to the Internet and composed of interactive coursework including video lectures, discussion groups, wikis, and assessment quizzes.

On-the-job training (OJT)

Peers or managers training new or inexperienced employees who learn the job by observation, understanding, and imitation.

Diversity training

Refers to learning efforts that are designed to change employees' attitudes about diversity and/or develop skills needed to work with a diverse workforce.

Return on investment (ROI)

Refers to the estimated dollar return from each dollar invested in learning.

Onboarding

Refers to the process of helping new hires adjust to social and performance aspects of their new jobs.

Learning management system (LMS)

Technology platform that automates the administration, development, and delivery of a company's training program.

Manager support

The degree to which trainees' managers emphasize the importance of attending training programs and stress the application of training content to the job.

Motivation to learn

The desire of the trainee to learn the content of a training program.

Repatriation

The preparation of expatriates for return to the parent company and country from a foreign assignment.

Cross-cultural preparation

The process of educating employees (and their families) who are given an assignment in a foreign country.

Knowledge management

The process of enhancing company performance by designing and using tools, systems, and cultures to improve creation, sharing, and use of knowledge.

Task analysis

The process of identifying the tasks, knowledge, skills, and behaviors that need to be emphasized in training.

Needs assessment

The process used to determine if training is necessary.

Opportunity to perform

The trainee is provided with or actively seeks experience using newly learned knowledge, skills, or behavior.

Transfer of training

The use of knowledge, skills, and behaviors learned in training on the job.

Support network

Trainees who meet to discuss their progress in using learned capabilities on the job.

Coordination training

Training a team in how to share information and decision-making responsibilities to maximize team performance.

formal training

Training and development programs and courses that are developed and organized by the company.

Microlearning

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

Cross-training

Training 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 he or she temporarily or permanently leave the team.

Action learning

Training in which teams work on an actual business problem, commit to an action plan, and are accountable for carrying out the plan.

Presentation methods

Training methods in which trainees are passive recipients of information.

Group- or team-building methods

Training methods that help trainees share ideas and experiences, build group identity, understand the dynamics of interpersonal relationships, and get to know their own strengths and weaknesses and those of their co-workers.

Hands-on methods

Training methods that require the trainee to be actively involved in learning.

Experiential programs

Training programs in which trainees gain knowledge and theory, participate in behavioral simulations, analyze the activity, and connect the theory and activity with on-the-job situations.

Ally training

Training that encourages employees to have conversations about difficult topics and perspectives without fear of blame or shame.

Mobile learning

Training that provides trainees with anytime and anywhere access to instructional resources through a mobile device such as a smartphone, notebook computer, iPad, or even wearables such as Google Glasses.

Virtual classroom

Using a computer and the Internet to distribute instructor-led training to geographically dispersed employees.

directing energy toward learning having the energy to learn wanting to learn

What are the factors that most encourage an employee to learn the content of a training program? (Select all that apply.)

figuring out if training is needed

What is needs assessment in the training design process?

to figure out if training is necessary for current employees

What is the first step in a training design process?

The physical reality is always present in AR.

What is the major difference between virtual reality (VR) and augmented reality (AR) training?

structured on-the-job training

What is the most appropriate training method to use when the training budget is very restrictive and fixed?

the instructor-led classroom

What is the most frequently used training method?

continuous learning

What learning system requires employees to understand the entire work process and expects them to acquire new skills, apply them on the job, and share what they have learned with other employees?

on the job training

What term describes employees learning by observing peers or managers?

gamification

What term is used to described game-based strategies that are applied to e-learning programs?

augmented reality training

What type of training brings digital elements into the physical world to increase the information and context that people experience?

slides overheads video workbooks

What types of aids are used in audiovisual training? (Select all that apply.)

transfer

When employees apply the skills they learned in training to their jobs, Blank 1, of training has occurred.

Employees' jobs are being restructured. Employees are lacking in basic skills. Employees are using a new software program.

Which of the following "pressure points" suggest that training might be necessary? (Select all that apply.)

It gives trainees the opportunity to experience situations that could involve risk in the real world. It allows trainees to experience the outcomes of their decisions. It offers trainees the opportunity to learn various skills.

Which of the following are advantages of using simulation as a training method? (Select all that apply.)

Train workers who were recently hired. Train current employees to improve existing skills or learn new skills.

Which of the following are effective uses of on-the-job training? (Select all that apply.)

discussions case studies question-and-answer periods

Which of the following are part of instructor-led classroom training? (Select all that apply.)

audiovisual training traditional classroom instruction distance learning

Which of the following are presentation methods? (Select all that apply)

The trainee has developed the ability to self-manage. The manager supports the trainee. The trainee has the chance to apply what he or she has learned.

Which of the following factors influence the transfer of training? (Select all that apply.)

The training context should be similar to the work environment. Trainees should demonstrate and practice what is learned.

Which of the following statements about a successful learning environment are true? (Select all that apply.)

The use of online learning, mobile learning, and blended learning is expected to increase.

Which of the following statements is true about training methods?

Learners can work independently. Learners are not required to physically attend class. Learners can improve communication and interviewing skills.

Which statements are true about audiovisual training? (Select all that apply.)

It is one of the least expensive forms of training. It is one of the least time consuming ways to present information.

Which statements describe traditional classroom instruction? (Select all that apply.)

training design process

Which term describes a systematic approach for developing training programs?

They may have a spouse and family who are unhappy living abroad. They may not have the appropriate personality characteristics. They may not have enough cross-cultural preparation.

Why might expatriates fail at a foreign assignment? (Select all that apply.)

Team leader training

training in the skills necessary for effectively leading the organization's teams

Blended learning

Delivering content and instruction with a combination of technology-based and face-to-face methods.

Expatriate

Employee sent by his or her company to manage operations in a different country.

Action Plan

A document summarizing what the trainee and manager will do to ensure that training transfers to the job.

Unconscious bias

A judgment outside of our consciousness that affects decisions based on background, culture, and personal experience.

Continuous learning

A learning system that requires employees to understand the entire work process and expects them to acquire new skills, apply them on the job, and share what they have learned with other employees.

Training

A planned effort to facilitate the learning of job-related knowledge, skills, and behavior by employees.

Organizational analysis

A process for determining the business appropriateness of training.

Person analysis

A process for determining whether employees need training, who needs training, and whether employees are ready for training.

Training design process

A systematic approach for developing training programs.

Augmented reality (AR)

A training method in which trainees see the physical world around them but their view includes virtual media.

simulation

A training method that represents a real-life situation, allowing trainees to see the outcomes of their decisions in an artificial environment.

Training outcomes

A way to evaluate the effectiveness of a training program based on cognitive, skill-based, affective, and results outcomes.

apprenticeship

A work-study training method with both on-the-job and classroom training.

Performance support systems

Computer applications that can provide (as requested) skills training, information access, and expert advice.

virtual reality

Computer-based technology that provides trainees with a three-dimensional learning experience. Trainees operate in a simulated environment that responds to their behaviors and reactions.