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39 Cards in this Set
- Front
- Back
Learning
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Process by which change in knowledge or skills is acquired through education or experience
**Cognitive aspect but also behavioral component |
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Three (3) Phases of Learning
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(1) Declarative knowledge
(2) Knowledge compilation (3) Procedural knowledge |
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Exemplar Learning
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learning by actual members of the category (becomes more important over time)
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Rule Learning
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learning by applying learned rules (becomes less important over time)
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Three (3) Distinguishing Features of Experts
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(1) Proceduralization (automaticity)
(2) Mental models (3) Meta-cognition |
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Training
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A system of learning in a work context
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Training Validity
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Amount of learning during training
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Transfer Validity
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Extent to which KSAs learned in training lead to improved performance on job
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Development
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> Development is considered a longer-term venture.
> Focused on broader enrichment of individual. > Training for future jobs. |
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Training Needs Assessment
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The determination of an organization’s training needs and whether the organization’s needs can be met or addressed by training.
(1) Organizational (2) Task (3) Person |
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Instructional Systems Design
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A- Analysis
D- Design D- Development I- Implementation E- Evaluation |
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I-P-O Model
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(1) Input Factors: Trainee Characteristics
(2) Process: Training Methods (On & Off Site) (3) Outcomes: Kirkpatrick’s Hierarchy of Effectiveness Criteria |
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Input Factors
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(1) Trainee Characteristics
(2) Self-efficacy: a sense of personal control and being able to master one’s environment (3) Trainee readiness (4) Pre-training motivation (5) The Pretraining Environment |
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On-the-job Training
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training in the actual unit by shadowing
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Job Rotation
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job assignment for a specific role; temporary; within organization
**increase versatility and motivation >>> slows productivity and is not applicable to a number of jobs |
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Apprentice Training
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linked with trainer for longer period of time; skill-based job/trade; need for practice
**potential to learn a lot of information >>> highly dependent upon trainer |
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Media Richness Theory
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richer media will result in greater learning (particularly for equivocal or ambiguous tasks)
** Excellent supplement to traditional instruction methods >>> Technical issues; age may play a role in motivation |
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Intelligent Tutoring Systems
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use of artificial intelligence; customizes learning to the individual
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Interactive Multimedia Training
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audiovisual information; allows for interaction & feedback
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Virtual Reality Training
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use of three-dimensional computer-generated imagery
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Programmed Instruction
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trainees given instructional materials that positively reinforce them as they move through the material at their own pace
(1) Linear (2) Branching |
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Simulation
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(1) Role playing: trainees adopt various roles in a group exercise
** Primarily to enhance interpersonal skills (2) Business games: simulates a business environment with specific objectives & rules for trainees (3) Behavioral modification…behavior |
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Off-Site Training
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(1) Lectures
(2) Programmed Instruction (3) Simulation |
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Behavior Modeling Training
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Based on Social Learning Theory
Emphasizes: (1) Attention: Observing models performing specific behaviors (2) Retention: storing and retrieving information (3) Reproduction: reproducing the skills and behaviors through rehearsal (4) Motivation: comes from feedback from the trainer and trainees |
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Kirkpatrick’s Hierarchy of Training Criteria
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RESULTS (external)
Behavior (external) Learning (internal) Reactions (internal) |
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Reaction Criteria
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Self-reported attitudes toward the training program
** Cheap and easy >>> Not necessarily related to other, higher criteria |
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Behavioral Criteria
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Actual changes in the performance of the employee
**Also known as transfer, or transfer of training > approximately 4 months |
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Results Criteria
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Economic value of the training program to the company
May be assessed with utility analysis estimates (approx. 5 mos) |
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Utility Analysis
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assessing the net financial benefits of HRM initiatives
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Management Development
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Process by which individuals learn to perform effectively in managerial roles
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Cultural Diversity Training
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Melting pot vs. multicultural conception
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Sexual Harassment Training
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Quid pro quo vs. hostile environment harassment
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Coaching
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Facilitating performance and optimizing potential through learning, development in collaboration with another
Based on transformative learning theory: promoting critical thinking, awareness, & reflection |
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Group Sensitivity Training
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Group interaction with little direction for the purpose of promoting self-enhancement & behavioral change
May work better for groups meeting for more sessions & for larger groups May actually produce a greater change in objective behavior than in self-reports of behavioral change |
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Mentoring
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Mutually recognized relationship between an older (usually), more knowledgeable/experienced mentor & protégé
Informal: relationship works best Formal: Greater perceived input from the protégé |
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Learning Organizations
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company that emphasizes continuous learning, knowledge sharing, & personal mastery
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Four (4) Phases of Mentoring
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(1) initiation phase
(2) protégé phase (3) breakup stage (4) lasting-friendship stage |
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Skill Maintenance
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the length of time that trained skills and behaviors continue to be used on the job
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Skill Generalization
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the extent to which trained skills and behaviors are exhibited in the transfer setting
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