Ch 5 - Orientation, Training and Development

Question 1

Define orientation

Answer 1

Familiarizing new employees with the organization their jobs, their work unit and embedding the values, beliefs, and accepted behaviours of the workplace

It is a type of training

Question 2

Define training

Answer 2

Ensuring the acquisition of skills, behaviours and abilities to perform current work

Question 3

Define development

Answer 3

Ensuring the acquisition of skills, behaviours and abilities to perform future work, or solve a problem

Question 4

What is the process of orientation, training, and development?

Answer 4

1. Assess needs 2. Design the program 3. Implement the program 4. Evaluate the program

Question 5

Briefly describe the 3 levels of analysis to consider when assessing needs

Answer 5

• Organizational Level : What is happening with the environment & strategy? (Merging, aquisitions, technology changes… etc) (Helps determine whether training is required, and content)
• Task Level: What does the task require? KSAs? (Helps determine content)
• Employee Level: Who should be offered training? (Helps determine participants)

Question 6

What are the 4 issues to consider when desining a training program?

Answer 6

• Trainee readiness and motivation
• Principles of learning
• Characteristics of trainers
• Instructional objectives

Question 7

What are the principles of learning when designing a training program?

Answer 7

• Goal setting
• Individual differences
• Active practice and repetition
• Whole vs Part learning
• Massed vs distributed learning
• Feedback and reinforcement
• Meaningful presentation
• Modelling

Question 8

What are some of the mehods that can be used when implementing the program?

Answer 8

• On-the-job Training: hands on experience, training provided by manager or trainer that is trained to train
• Apprenticeship Training:
• Coop training/Internship: Combination of practical on the job experience and formal education
• Classroom instruction: 1 trainer to multiple trainees (lectures, demonstrations, etc)
• Self-directed learning: workers learn at their own pace w/ books, manuals, etc
• Audio-Visual: thru media –> teleconferences, videos, conferences, etc
• Simulation: instruction by providing realistic instruments and equipments
• E-learning: flexible, cheap, popular. Using online media: web, computer based training
• Seminars / Conferences: involving groups of people with similar needs
• Case studies: Using documentated examples, help analyse and improve decision making skills
• Management games: Use hypothetical situations to improve communication, decision-making skills, etc.
• Role-Playing: asking learners to assume the roles and behaviours of others

Question 9

How do you evaluate the program once implemented?

4 Methods

Answer 9

• Gather trainee reactions, how the participants liked the training
• Assess extent of learning: Test knowledge and skills after the training to compare with before
• Assess behaviour change: do the participants apply what they have learned?
• Measure results (ROI): Calculate ratio cost (salary of trainer, materials, etc.) vs. benefits (+ quality, productivity, - rejects/wasted material, etc.) –> shows value of the training

Question 10

What are the benefits (Why) of orientation and how can it be used? (4 ways)

Answer 10

Benefits:

+ productivity
+ employee morale
+ learning
- Turnover
- Recruitment/training costs
- New employee anxiety

Process:

• Continuous : for all, “re-orientation” as org. changes
• Cooperative: involves HR, supervisor, employees
• Planned : predetermined goals, topics, methods
• Systematic : follow-up and evaluation

Question 11

What is career development and what are the 3 favourable conditions for it?

Answer 11

Carreer development: programs that are dynamic processes which seek to help employees plan their careers and meet their career goals, as well as meeting organizational goals

Favourable conditions:

• Set & Known goals for the employee and the organization
• Support from top management
• HR practices that facilitate employee development (job rotation, transfers, promotions, etc)

Question 12

Practice Question: A needs assessment that examines the environment and strategy of the company to see where training emphasis ought to occur involves a(n):.

A) organization analysis
B) individual analysis
C) task analysis
D) job analysis

Answer 12

A) Organization analysis

Question 13

Practice Question: Common drawbacks to on-the-job training include all of the following EXCEPT:

A) lack of a well structured training environment
B) lower motivation of trainees
C) the absence of well-defined job performance criteria
D) poor training skills of supervisors

Answer 13

B) Lower motivation of trainees

Question 14

Practice Question: Which method of training helps managers learn how to analyze and synthesize facts and generally improve their decision making skills?:

A) role playing
B) self-directed learning
C) case studies
D) job rotation

Answer 14

C) Case Studies