Z443

Globalization

(Forces Influencing Working and Learning) One Estimate is that developing economies and emerging markets such as those found in the BRIC nations: Brazil, Russia, India, China, South Africa

Intangible Assets/ Human Capital/ Intellectual Capital

(Forces Influencing Working and Learning) refers to the codified knowledge that exists in a company

Intangible Assets/ Human Capital/ Social Capital

(Forces Influencing Working and Learning) refers to the relationships in a company

Intangible Assets/ Human Capital/ Customer Capital

(Forces Influencing Working and Learning) refers to the value of relationships with persons or other organizations outside the company for accomplishing the goals of the company

Customer Service and Quality Emphasis

METRICS: Malcolm Baldrige National Quality Award, and ISO 9000:2000, Six Sigma, Lean thinking

Outsourcing Training

Outsourcing refers to the use of an outside company that takes complete responsibility and control of some training or development activities or that takes over all or most of a company's training, including administration , design, delivery, and development.

Program Design Process

Pre-training, learning event, post training

Seating Arrangements

Seating Arrangements at the training site should be based on an understanding of the desired type of trainee interaction and the trainee-trainer interaction

Learning Organization Key Features

Supportive learning environment, learning processes and practices, and managers reinforce learning

What can happen if the news assessment does not occur?

Training may be incorrectly used as a solution to a performance problem, training programs may have the wrong content objectives or methods, trainees may be sent to training programs for which they do not have the basic skills, training will not deliver the expected learning behavior change or financial results expected by the company, money will be sent on training programs that are unnecessary because they are unrelated to the company's business strategy

Biggest Form of Judgement

Age

Subject matter experts

are employees, academics, managers, technical experts, trainers, and even customers or suppliers who are knowledgeable with regard to 1. training issues including tasks to be performed 2. the knowledge, skills, and abilities required for successful task performance 3. necessary equipment 4. the conditions under which the tasks have to be performed

Hard Skills

are teachable abilities or skill sets that are easy to quantify. Examples of hard skills include: Proficiency in a foreign language. A degree or certificate. Typing speed.

Goal Setting Theory

assumes that behavior results from a persons conscious goals and intentions. goals influence a persons behavior by directing energy and attention, sustaining effort over time and motivating the person to develop strategies for goal attainment

Internal Analysis

attempts to identify the company's strengths and weaknesses and focuses on examining the available quantity of financial, physical, and human capital

The process of a change

based on the interaction among four components of the organization: task, employees, formal organizational arrangements (structures, processes, and systems) and informal organizations (communication patterns, values, norms) See change model page 96

Expectancy

beliefs about the link between trying to perform a behavior and actually performing well. Similar to self efficacy

Millennials

characterized as being optimistic, willing to work and learn, eager to please, technology literate, globally, aware, and value diversity, believed to have high levels of self-esteem to the point of narcissism sometimes

Implications of Business Strategy for Training

concentration, internal growth, external growth/acquisition, disinvestment

SWOT Analysis

consists of an intern analysis of strengths and weaknesses and an external analysis of opportunities and threats to the company that currently exist or are anticipated

Lean Thinking

do more with less equipment, effort, space, time while still providing customers with what they need and want

Learning Organization

embraces a culture of lifelong learning enabling employees to acquire and share knowledge continually, a company that has a n enhanced capacity to learn, adapt, and change

Social Learning Theory

emphasize that people learn by observing other persons or models whom they believe are credible and knowledgeable

external growth strategy

emphasizes acquiring vendors and suppliers or buying businesses that allow the company to expand into new markets

disinvestment strategy

emphasizes liquidation and divestiture of the business

Reinforcement Theory

emphasizes that people are motivated to perform or avoid certain behaviors because of past outcomes that have resulted from those behaviors

For training and development to succeed:

employees, managers, training professionals, and top managers all have to take ownership for them.

Internal growth strategy

focuses on new market and product development, innovation and joint ventures

Learning Professionals Might Focus on:

formal training, and development activities as well as ensuring that informal learning and knowledge sharing occurs through the use of social networking tools

a single training event or program is not likely to:

give a company a competitive advantage because explicit knowledge is well known and programs designed to teach it can be easily developed and imitated

Information Processing Theories

give more emphasis to the internal processes that occur when training content is learned and retained. Begins when a message or stimulus-which could be a sound, smell, touch, or picture- from the environment is received by receptors-ears, nose, skin, eyes

Generation Xers

grew up during a time when the divorce rte doubled, the number of women working outside the home increase, and the personal computer was invented. left to their own devices after school. value skepticism, informality, and practicality, seek work/life balance, and dislike close supervision, tend to be impatient and cynical. have experienced a lot of change in their lives in the forms of homes, parents, and cities

Need Theories

help to explain the value that a person places on certain outcome. suggest that to motivate learning, trainers should identify trainees' needs and communicate how training program content relates to fulfilling these needs

Task analysis

identifies the important tasks and knowledge, skills, and behaviors that need to be emphasized in training for employees to complete their tasks

Affective outcomes

include attitudes and motivation

Direct Costs

include salaries and benefits for all employees involved in training , including trainees, instructors, consultants, and employees who design the program

Concentration

increased market share, reduced operating costs, market niche created or maintained, improve product quality, improve productivity or innovate technical processes, customize products or services, issues associated are the skill currency and the development of existing workforce

organizational analysis

involves determining the appropriateness of training given the company; business strategy its resources available for training and support by managers and peers for training activities

Person analysis

involves determining whether performance deficiencies result from a lack of knowledge, skill, or ability (a training issue) or form a motivation or work design problem, and also identifying who needs training, and finally determining employee readiness for training

External Analysis

involves examining the operating environment to identify opportunities and threats

Need

is a deficiency that a person is experiencing at any point in time

Self-Efficacy

is a persons judgment about whether he or she can successfully learn knowledge and skills

Positive Reinforcement

is a pleasurable outcome resulting from behaviors

negative reinforcement

is a removal of an unpleasant outcome. for example, consider a machine that makes screeching and grinding noises unless the operator holds levers in a certain position the operator will learn to hold the levers in that position to avoid the noises

Soft Skills

is a term often associated with a person's "EQ" (Emotional Intelligence Quotient), the cluster of personality traits, social graces, communication, language, personal habits, interpersonal skills, managing people, leadership, etc. that characterize relationships with other people.

To contribute to a company's business strategy:

it is important that the training function understand and support it and provide value to its customers

Strategic training and development initiatives

learning related action that a company should take to help it achieve its business strategy

Open Skills

linked to more general learning principles

Near Transfer

means the need to apply learned capabilities exactly in a work situation

Training outcomes/Criteria

measures that the trainer and the company use to evaluate training programs

Traditionalists and Baby Boomers believe:

millennials don't have a strong work ethic because they are too concerned with a work-life balance

Indirect Costs

not related directly to the design, development, or delivery of the training program, for example office suppliesfor example facilities, equipment

Closed Skills

refer to training objectives that are linked to learning specific skills that are to be identically produced by the trainee on their job

Training

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

Learning

refers to a relatively permanent change in human capabilities that can include knowledge, skills, attitudes, behaviors, and competencies that are not the result of growth processes

Curriculum

refers to an organized program of study designed to meet a complex learning objective such as preparing a learner t become a salesperson, certified computer network technician, licensed nurse, or manager, usually includes multiple courses and it usually focuses on developing a set of competencies needed to perform a job

Training Design Process

refers to systematic approach for developing training programs

Training Effectiveness

refers to the benefits that the company and the trainees receive from training. example: news skills and behaviors

Staffing strategy

refers to the company's decisions regarding where to find employees, how to select them, and the desired mix of employees skills and statuses-temporary, full-time, etc. it is important for you to recognize that training, development, and learning opportunities can vary across companies because of differences in companies' evaluation of the labor market, their staffing strategy , or the strategic value and uniqueness of jobs or positions

Employee Engagement

refers to the degree to which employees are fully involved in their work and the strength o their commitment to their job and the company

Opportunity to Perform

refers to the extent to which the trainee is provided with or actively seeks experiences that allow application of the newly learned knowledge, skill, behaviors, from the training program

HR Development

refers to the integrated use of training and development, organizational development, and career development to improve individual, group, and organizational effectiveness

Program Design

refers to the organization and coordination of the training program

Six Sigma Process

refers to the process of measuring, analyzing, improving, and then controlling processes once they have been brought within the narrow Six Sigma quality tolerances and standards

Needs Assessment

refers to the process used to determine whether training is necessary

Training Site

refers to the room where training will be conducted. a good training site offers 1. its comfortable and accessible 2. quiet, private, and free from interruptions 3. sufficient space for trainees to move around easily, offers enough room for trainees to have adequate work space, has a good visibility for trainees to see each other , the trainer and any visual displays or examples that will be used

Talent Management

refers to the systematic, planned, and strategic effort by a company to use bundles of human resource management practices, including acquiring and assessing employees, learning, and development, performance management, and compensations to attract, retain, develop, and motivate highly skilled employees and managers

Far Transfer

refers to the trainee's ability to apply learned capabilities to the work environment, even though the work environment-equipment, problems, and tasks- are not identical to that of the training session; emphasized in training involve more variable interactions with people or equipment and unpredictable responses, then instructions should be emphasize learning more general principles and knowing when and why to pursue a course of action

Transfer of Training

refers to trainees effectively and continually applying what they have learned in training to their jobs

Near transfer

refers to trainees' ability to apply learned capabilities exactly to the work situation

Climate for transfer

refers to trainees' perceptions about a wide variety of characteristics of the work environment that facilitate or inhibit the use of trained skills or behavior

Development

refers to training as well as formal education, job experiences, relationship, and assessments of personality, skills, and abilities that help employees prepare for future jobs or positions

Readiness for training

refers to whether 1.employees have the personal characteristics (ability, attitude, beliefs, and motivation) necessary to learn program content and apply it on the job, 2. the work environment will facilitate learning and not interfere with performance

Offshoring

refers too the process of moving jogs from the U.S. to other locations in the world. One benefit of offshoring is that companies can realize lower labor costs because wage and benefits costs are lower. One disadvantage is that employees may lack the skills needed to perform jobs. Local standards for employee safety health and working conditions may be substantially lower than in the U.S. which may result in negative publicity and turning off potential customers, also 247 work which is bad

Expectancy Theory

suggests that a persons behavior is based on three factors: expectancy, instrumentality, and valence.

Lapses

take place when the trainee uses previously learned, less effective capabilities instead of trying to apply the capability emphasized in the training program

Evaluation Design

the collection of information-including what, when, how, and from home-that will be used to determine the effectiveness of the training program

Reliability

the degree to which outcomes can be measured consistently over time

Formative Evaluation

the evaluation of training that takes place during program design and development

Baby Boomers

the me generation, marched against the establishment for equal rights and end to the Nam ware. value social conscientiousness and independence. competitive, hardworking, and concerned with the fair treatment of all employees. Considered workaholics and rigid in conforming to rules

Evaluation

the process of collecting the outcomes needed to determine whether the training is effective

Pilot Testing

the process of previewing the training program with potential trainees and managers or with other customers (people who are paying for the development of the program

Extinction

the process of withdrawing positive or negative reinforcement to eliminate a behavior

Benefits

the value that the company gains from the training program

Andragogy

theory of adult learning 1. Adults have the need to know why they are learning something. 2. Adults have a need to be self-directed 3. Adults bring more work-related experiences into the learning situation 4. Adults enter a learning experience with a problem-centerd approach to learning 5. Adults are motivated to learn by both extrinsic and intrinsic motivators

Return on Investment

to comparing the training's monetary benefits with the cost of training

Benchmarking

to help determine the appropriate type, level, and frequency of training

Detailed Lesson Plan

translated the content and sequence of training activities into a guide that is used by the trainer to help deliver the training

Skill-based outcomes

used to assess the level of technical or motor skills and behaviors. include acquisition or learning of skills and use of skills on the job

Cognitive outcomes

used to determine the degree to which trainees are familiar with the principles, facts, techniques, procedures, and processes emphasized in the training program

Course/Program

usually covers more specific learning objectives and addresses a more limited number of competencies or skills, such as negotiations, talent management, customer service and training and development

Valence

value that a person places on an outcome, how important it is to perform better on the job

Linking training and development to business strategy:

1. Business strategy 2. Strategic training and development initiatives 3. Training and development activities 4. Metrics that show the value of training

Steps in the Change Process

1. Clarify the request for change 2. Make the vision clear 3. Design the solution 4. Communicate and market for buy-in 5. Choose and announce the action as soon as possible 6. Execute and create short term wins 7. Follow up, reevaluate, and modify

Training design process-Seven Steps

1. Conducting Needs Assessment 2. Ensuring Employees' Readiness for Training 3. Creating a Learning Environment 4. Ensuring Transfer of training 5. Developing an Evaluation Plan 6. Selecting Training Method 7. Monitoring and Evaluating the Program

Questions to develop strategic training and development initiatives

1. What is the vision and mission of the company? Identify the strategic drivers of the business strategy. 2. what capabilities does the company need as a result of the business strategy and business environment changes. 3. What types of training and development will best attract, retain, and develop the talent needed for success? 4. Which competencies are critical of the company success and the business strategy? 5. does the company have a plan for making the link between training and development and the business strategy understood by executives, managers, and employees or customers? 6. Will the senior management team publicly support and champion training and development? 7. Does the company provide opportunities for training and development and not only individuals but also teams?

Economic Cycles

Forces Influencing Working and Learning However, such economic times also provide an opportunity for companies to take a closer look at training and development to identify those activities that are critical for supporting the business strategy, as well as those mandated by law such as safety or sexual harassment training

Centralized Training

Means that training and the development programs, resources and professionals are primarily housed in one location and that decisions about training investment, programs, and delivery methods are made from that department

Criterion: Affective

Method= attitude surveys, interviews, focus groups; measures= learners' attitudes and motivation

Criterion: Learning or Cognitive

Method=work samples; measures=principles, facts, techniques, procedures, or processes that the learners have acquired

Criterion: Behavior or Skill Based

Methods=tests, observations, self, peer, customer and or managers' ratings, work samples; measures= interpersonal, technical, motor skills or behaviors acquired by learners

How is using training benefit a company during difficult economic times?

Morale, loyalty,

Evaluation process

Need analysis, learning outcome, outcome measures, eval strategy, evaluation execution

What is the first step in the instructional design process?

Needs assessment

Instrumentality

a belief that performing a given behavior is associated with particular outcome

Request for Proposal (RFP)

a document that outlines for potential vendors and consultants the type of service the company is seeking, the type and number of references needed, the number of employees who need to be trained, funding for the project, the follow-up process used to determine level of satisfaction and service, the expected date of the completion of the project and the date when proposals must be received by the company

Business strategy

a plan that integrates the company's goals, policies, and actions

Mnemonics

acronyms in which the first letter of the word represents a tern or step in the process