a planned effort by an organization to facilitate the learning of job-related behavior on the part of its employees.

systematic acquisition of skills, rules, concepts, or attitudes that result in improved performance”.

process of determining the training needs of an organization

determining the organizational factors that will either facilitate or inhibit training effectiveness. ● focus on the goals the organization wants to achieve, the extent to which training will help achieve those goals, the ability to conduct training (finances, time), and to which employees are willing and able to be trained (ability, motivation, stress).

purpose is to use the job analysis methods to identify the tasks performed by each employee, the conditions under which these tasks are performed, and the competencies (knowledge, skills, abilities) needed perform the tasks under the identified conditions.

identifying the employees who need training and determining the areas in which each individual employee needs to be trained.

a rating representing some aspect of an employee’s work performance.

questionnaires asking employees about the areas in which they feel they need training

can yield even more in-depth answers to questions about training needs ● employee feelings and attitudes are revealed more clearly

measures an employee’s level of some job-related skill.

measures the level of an employee’s knowledge about a job-related topic.

dimensions with many examples of poor performance are considered to be areas in which many employees are performing poorly

training technique in which employees, usually in a group, are presented with a real or hypothetical workplace problem and are asked to propose the best solution.

case study based on a real situation rather than a hypothetical one.

exercise designed to place an applicant in a situation that is similar to the one that will be encountered on the job.

training technique in which employees perform necessary interpersonal skills by acting out simulated roles.

training technique in which employees observe correct behavior, practice that behavior, and then receive feedback about their performance. (w/ videos)

behaviors =

- used when a training program will be presented too frequently or when the training topic is so specific to the organization.

- used when the trainers in an organization lack the expertise on topic or when the cost of internally developing a training program exceeds the cost of external.

training material distributed over a period of time

- learned all at once

concentrating learning into a short period of time

distance learning programs in which employees can complete the training at their own pace and at a time of their choosing.

training technique in which an employee is presented with a videotaped situation and is asked to respond to the situation and then receives feedback based on the response.

training method in which employees learn information at their own pace.

distance learning programs that require employees to complete the training at the same time and at the same pace although they may be in different physical locations.

interactive training method in which training is transmitted over the Internet.

noninteractive training method in which the trainer transmits training information over the Internet.

website in which the host regularly posts commentaries on a topic that readers can respond to.

collection of web pages in which users can create web pages on a topic and readers can freely edit those pages.

program that automatically distributes e-mail messages to a group of people who have a common interest.

trainees are sent a PPT that they view on their computer while the trainer conducts the audio portion of the training over the phone.

informal training by experienced peers and supervisors that occurs on the job and during job tasks

, learning through watching and imitating the behavior of others

system in which employees are given the opportunity to perform several different jobs in an organization.

teaching employees how to perform tasks traditionally performed by other employees. ● Ex. if two bank tellers are ill, an employee who normally approves loans is able to temporarily take over the tellers’ tasks

usually found in the craft and building trades, in which employees combine formal coursework with formal on-the-job training.

they are hired to coach a particular (not whole company) employee, usually a manager.

formal method of coaching in which excellent employees spend a period of time in the training department learning training techniques to train employees.

form of coaching that has recently received much attention

experienced employee who advises and looks out for a new employee

compensating an employee who participates in a training program designed to increase a particular job-related skill.

pay for skill in a single job

focus on skills used across multiple jobs

reward employees for learning specialized skills

focus on such basic skills as math and English

extent to which behavior learned in training will be performed on the job.

practicing a task even after it has been mastered in order to retain learning.

measure of job performance or knowledge taken before the implementation of a training program.

measure of job performance or knowledge taken after a training program has been completed

an extensive method of evaluating the effectiveness of training with the use of pretests, posttests, and control groups

comparing training content with the knowledge, skills, and abilities required to perform a job.

method of evaluating training in which employees are asked their opinions of a training program.

evaluating the effectiveness of a training program by measuring how much employees learned from it.

measurement of the effectiveness of training by determining the extent to which employees apply the material taught in a training program.

method of evaluating the effectiveness of training by determining whether the goals of the training were met.

amount of money an organization makes after subtracting the cost of training or other interventions.