io 8

58問 • 1年前

valerie

通報

問題一覧

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

training

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

training

process of determining the training needs of an organization

needs analysis

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).

organizational analysis

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.

task analysis

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

person analysis

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

performance appraisal score

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

surveys

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

interviews

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

skill test

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

knowledge test

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

critical incidents

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 studies

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

living case

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

simulation

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

role-play

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

behavior modeling

behaviors =

learning points

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

in-house trainers

- 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.

external trainers

training material distributed over a period of time

distributed learning

- learned all at once

massed learning

concentrating learning into a short period of time

massed practice

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

asynchronous technologies

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.

interactive video

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

programmed instruction

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.

synchronous technologies

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

webinar

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

webcast

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

blog

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

wiki

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

listserv

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

teleconference

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

on-the-job training

, learning through watching and imitating the behavior of others

modeling

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

job rotation

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

cross-training

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

apprentice training

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

professional coaches

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

pass-through programs

form of coaching that has recently received much attention

mentoring

experienced employee who advises and looks out for a new employee

mentor

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

skill-based pay

pay for skill in a single job

vertical skill plans

focus on skills used across multiple jobs

horizontal skill plans

reward employees for learning specialized skills

depth skill plans

focus on such basic skills as math and English

basic skill plans

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

transfer of training

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

overlearning

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

pretest

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

posttest

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

solomon four-groups design

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

content validity

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

employee reactions

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

employee learning

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

application of training

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

business impact

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

return on investment (ROI)

AB PSY CHAPTER 7: Eating and Sleep-Wake Disorders

valerie · 100問 · 2年前

AB PSY CHAPTER 7: Eating and Sleep-Wake Disorders

100問 • 2年前

valerie

AB PSY CHAPTER 7: Eating and Sleep-Wake Disorders

valerie · 100問 · 2年前

AB PSY CHAPTER 7: Eating and Sleep-Wake Disorders

100問 • 2年前

valerie

AB PSY CHAP 4 ANXIETY

valerie · 71問 · 2年前

AB PSY CHAP 4 ANXIETY

ITC PERSON-CENTERED

ITC PERSON-CENTERED

itc

itc

io 2

io 2

psy ass 3

psy ass 3

C3 PSYASS

C3 PSYASS

io 5

io 5

psyass 4

psyass 4

psyass 5

psyass 5

psyass 6&7

psyass 6&7

psyass 6&7 pt2

psyass 6&7 pt2

io 7

io 7

io 6

io 6

io 9

io 9

io 9.2

io 9.2

io 10

io 10

DMH 1

DMH 1

io 10.2

io 10.2

io 11

io 11

DMH 2

DMH 2

io 11.2

io 11.2

io 12

io 12

psyass 11

psyass 11

io 13

io 13

io 13.2

io 13.2

io 14

io 14

14.2

14.2

PFA

PFA

AUDIT 1

AUDIT 1

audit 2

audit 2

audit 3

audit 3

問題一覧

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

training

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

training

process of determining the training needs of an organization

needs analysis

organizational analysis

task analysis

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

person analysis

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

performance appraisal score

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

surveys

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

interviews

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

skill test

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

knowledge test

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

critical incidents

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 studies

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

living case

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

simulation

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

role-play

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

behavior modeling

behaviors =

learning points

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

in-house trainers

- 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.

external trainers

training material distributed over a period of time

distributed learning

- learned all at once

massed learning

concentrating learning into a short period of time

massed practice

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

asynchronous technologies

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.

interactive video

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

programmed instruction

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.

synchronous technologies

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

webinar

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

webcast

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

blog

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

wiki

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

listserv

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

teleconference

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

on-the-job training

, learning through watching and imitating the behavior of others

modeling

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

job rotation

cross-training

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

apprentice training

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

professional coaches

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

pass-through programs

form of coaching that has recently received much attention

mentoring

experienced employee who advises and looks out for a new employee

mentor

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

skill-based pay

pay for skill in a single job

vertical skill plans

focus on skills used across multiple jobs

horizontal skill plans

reward employees for learning specialized skills

depth skill plans

focus on such basic skills as math and English

basic skill plans

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

transfer of training

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

overlearning

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

pretest

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

posttest

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

solomon four-groups design

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

content validity

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

employee reactions

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

employee learning

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

application of training

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

business impact

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

return on investment (ROI)