Ch. 6 Employee Training and Development. Questions and answers. Rated A+

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Training and development are used to do all of the following except what? Prepare employees for career changes Improve employees' attitudes Evoke new insights Help employees that are perform ... ing up to par - ✔✔Answer: Help employees that are performing up to par Training and development consists of providing learning experiences for improving individual performance through changes in KSAs. In a broad sense, that includes experiences intended to evoke new insights, update skills, prepare people for career changes, rectify skill and knowledge deficiencies, and improve employees' attitudes toward the job and the organization. Training and development is rarely used for employees who are performing well and not looking for a move, or those employees performing up to par. How should training be evaluated? By seeing how many training sessions are being given within a certain amount of time By finding out how much learning is being transferred to the job By determining how innovative the training techniques are By identifying through surveys, what the employees liked about the training - ✔✔Answer: By finding out how much learning is being transferred to the job Training is a learning process during which people acquire the skills and knowledge necessary to achieve organizational goals. The success of any training can be gauged by the learning that occurs and is transferred to the job. No matter how creative and innovative the training is or how many times training is given, if the training is not being implemented into the actual job, then it is not being effective. Which of the following is an example of a situational factor that could hinder performance? The employee not knowing how to do the job The employee not having the skills to do the job The technology not being able to do the job The technology having the ability to do the job - ✔✔Answer: The technology not being able to do the job Training is sought when a performance deficiency can be attributed to the employee's KSAs. While it must be remembered that performance might also be affected by situational factors (e.g., technology, quality of supervisors, workplace environment, etc.), these simple questions can aid an organization in determining performance deficiencies: Knowledge - Does the employee KNOW how to do the job? Skills - Is the employee ABLE to do the job? Abilities - Does the employee have the ABILITY to do the job? When looking at training and development as two separate concepts, which of the following statements is correct? Training refers to improving skills needed to perform better in the current job Training refers to improving abilities for a future job Development refers to improving skills needed to perform better in the current job Training refers to improving knowledge of the job in the future - ✔✔Answer: Training refers to improving skills needed to perform better in the current job Although all training and development programs are designed to address knowledge, skills, and abilities, sometimes training and development are treated as two separate concepts. If they are treated as two separate concepts, then training usually refers to improving skills needed to perform better in the current job and development refers to improving knowledge of jobs in the future. Nonetheless, both approaches are concerned with improving the employee's ability to perform. True or False: If there is no well-designed, systematic approach to training, then training and learning will not take place. - ✔✔Answer: False Training and learning take place, especially through informal work groups, whether an organization has a coordinated training effort or not. But without a well-designed, systematic approach to training, what employees and others learn may not be in the best interests of the organization. Training and development involves a large number of processes and procedures that are related to many HR functions: - ✔✔Including HR planning, job analysis, performance appraisal, recruitment and selection, career management, and compensation. Job analysis does which of the following when it comes to training and development? Helps identify specific training and development needs Designs training programs to alleviate organizational deficiencies Establishes the general context within which training and development takes place Helps confirm the necessity of human resources - ✔✔Answer: Helps identify specific training and development needs Whereas HR planning establishes the general context within which training and development takes place, job analysis helps identify specific training and development needs. Analysis may reveal certain performance deficiencies, which in turn may lead to the design of a training program to alleviate the deficiency. The preparation of a multi-skilled workforce can give the organization the flexibility to redesign jobs and assign people to them. Which of the following makes it increasingly difficult to fill some HR needs with already-trained employees? Decreased global competition Changing technology - ✔✔Answer: Changing technology As a result of changing technology and increased global competition, organizations are finding it increasingly difficult to fill some of their HR needs with already-trained employees. Consequently, many organizations find it more and more necessary to do their own training and to develop talent from within the organization. HR planning helps formalize this necessity and articulates management's concern for effectively using its human resources now and in the future. Which of the following is a possible negative outcome of training and development? Employees' learning time on the job is increased, which reduces efficiency Increased turnover Employees' perceptions of work are worsened Well-trained employees may move to better-paying jobs in other organizations - ✔✔Answer: Well-trained employees may move to better-paying jobs in other organizations Training and development can reduce turnover when it enables people to acquire skills permitting them to move from one job to another. However, well-trained individuals can also decide to move to better-paying jobs in other organizations. For these reasons, training and development are related to career management and planning. True or False: Attaching some form of reward to training and development process can also help maintain the effects of the programs after the training or development is done. - ✔✔Answer: True Often, it may be in the best interests of the organization to attach some form of reward to the training and development process, as it may motivate employees to become engaged. The use of incentives is important, not only for getting employees into training and development programs, but also for maintaining the effects of these programs. What is a major purpose of training and development? To give employees a break from their day-to-day tasks Ensuring that employees are doing what management wants them to To help control the employees and the way they perform their jobs Removal of performance deficiencies - ✔✔Answer: Removal of performance deficiencies A major purpose of training and development is to remove the performance deficiencies, whether current or anticipated, that cause employees to perform at less than desired levels. Training for performance improvements is particularly important to organizations with stagnant or declining rates of productivity. Training is also important to organizations that are rapidly incorporating new technologies. What is the ADDIE Model - ✔✔Analyze Design Develop Implement Evaluate ADDIE Analyze methods: - ✔✔There are several methods that might be used in needs assessment, either alone or in combination. The choice of method is contingent on factors such as whether or not a job is new, how geographically dispersed present job incumbents might be, whether skilled observers or facilitators are available, the degree of formalization of current job standards, the time available, and so forth. Methods of needs assessment include: Observing of job incumbents doing the work, and of the work setting and conditions Interviews of job incumbents, supervisors, internal and external customers, etc. Questionnaires directed to job incumbents, supervisors, customers, etc. Focus groups involving key players; Documentation, such as job descriptions, performance standards, technical manuals, and performance records Online technology Upon completion of a performance appraisal training program, a supervisor should be able: - ✔✔To implement the steps of an effective performance review discussion, starting with advance preparation and ending with goal setting and follow-up To effectively handle situations where the employee has a different view of his or her performance than the supervisor does To complete the paperwork and documentation required by the human resources depar [Show More]

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