Process of Systematically Developing Training

process of systematically developing training 

The process of identifying the knowledge, skills, and behavior that training should emphasize is called:

 

·         task analysis

 

 

training designed to prepare employees to perform their jobs effectively, learn about their organization and establish work relationship is called:

 

·         orientation

 

classroom instruction typically involved:

 

·         an instructor lecturing a group.

 

the process of systematically developing training to meet specific needs is called:

 

·         instructional design

 

a training method that represents a real-life situation is called a(n):

 

·         simulation

 

to select a training services, organizations typically send several vendors a:

 

·         request for proposal

 

according to a recent research, which of the most popular training method

 

·         classroom training

 

the process of determining individual's needs and readiness for training is called a(n)

 

·         person analysis

 

A need assessment typically begins with the

 

·         organizational analysis

 

which of the following is not a positive training outcome?

 

·         limited return on the company's training investment

 

 

 

training methods fall broadly into three categories: presentation, hand-on, and................ methods.

 

·         group building

 

in terms of training, employees learn best when

 

·         they know what the training is supposed to accomplished.

 

organizations offer diversity training in response to market forces and

 

·         equal opportunity laws

 

which of the following is an advantage of computer based training?

 

·         It is generally less expensive than classroom training.

 

An on-the job learning experience sponsored by an educational institution as a component of an academic program is called a(n)

 

·         internship

 

an organization can formally provide peer support for transfer of training by:

 

·         establishing community of practice

 

which of the following conditions might lead an organization to conduct a need assessment?

 

·         employee lack basic skills

 

employees learn more from training programs when

 

·         they r highly motivated to learn

 

which of the following is a technique used in the presentation method of training?

 

·         video clips

 

which of the following is an advantage of using audiovisual training?

 

·         trainers often have some control over the presentation

 

diversity training program generally emphasize attitude awareness or

 

·         change in employee behavior

 

which of the following is an application of the hands-on method of training

 

·         handling interpersonal issues

 

the low cost to deliver computer-based training provides companies with.....

 

·         flexibility in scheduling training session

 

infrequent opportunity to perform training-related task would signal

 

·         the organization needs to re-evaluate employee readiness to learn.

 

which of the following is not part of the organizational analysis?
determining management support for training activities
identifying resources available for training
reviewing the organization strategies

 

·         evaluating job tasks

 

the questionnaire completed by employees, supervisors, and experts help....

 

·         determine which tasks will be the focus on training

 

According to recent research, which is the least popular training method?

 

·         training via mobile device

 

In a need assessment, all of the following r evaluated:

 

·         the organization
* individuals employees
* employee's tasks

 

which of the following term refers to the way an organization's people encourage training?

 

·         social support

 

The choice of training methods

·         will depend on a number of variables, including objectives to be achieved, types and location of employees that need to be trained, and the learning abilities of the participants.

 

Computer-based training

 

·         has gained in rapid popularity with participants receiving information over the Internet or through a company's intranet. Further applications of this training include e-learning and electronic performance support systems (EPSSs).

 

Needs assessment

 

·         it is the process of determining what types of training, if any, are necessary in an organization. Various factors might prompt a needs assessment: new equipment or technology, new product lines, or simply the perceived need for improvement in some skill.

 

A need assessment includes analysis of the organization, the employees working for the company, and the tasks involved in performing a job.

 

·         Only when there is a thorough understanding of these three components can a company make an informed and cost-effective decision about training strategy.

 

Need assessment answers questions in three broad areas: organization—what is the context in which training will occur?;

 

·         person—who needs training?; and task—what subjects should the training cover?

 

For a program to be successful, readiness for training should be assessed on two dimensions:

·         employee characteristics and work environment.

 

The employee characteristics that are relevant to training are the ability to learn the subject matter, attitudes toward training, and motivation to learn.

 

·         Even if these are present, however, training will not be effective unless there is a positive work environment—an environment that encourages learning and eliminates obstacles for trainee success.

 

An important characteristic of employee readiness is

 

·         having basic learning skills, especially cognitive ability that includes using written and spoken language, solving math problems, and using logic to solve problems.

 

If employees lack certain basic skills,

 

·         they may have to attend some remedial classes before participating in job-related training.

 

Readiness for training also depends on work environment characteristics

 

·         called situational constraints and social support.

 

Constraints can include the limits of training's effectiveness from within the organization,

 

·         such as lack of money or lack of time for training and practicing.

 

Social support refers

 

·         to the ways that the organization encourages training by expressing positive attitudes toward its training programs.