MGT 101

These identify the knowledge, skills, and abilities (known in HR as KSAs) needed to perform a particular job in the organization

The process of teaching employees the skills necessary to perform a job

An ongoing education to improve knowledge and skills for present and future jobs

It was known before as orientation, the process of introducing new employees to the organization and their jobs

New employees are often called this in organizational entry

The correction of a deficiency or failure in a process or procedure

The process of analyzing the difference between what is currently occuring within a job or jobs and what is required-- either now or in the future-- based on the organization's operations and strategic goals

(5) Challenges for the training process The correction

In assessing need for employee training, managers should evaluate employees' ability and willingness to learn, as well as their physical and mental readiness

Assess if the employees feel capable of participating in training, as they may lack necessary skills for more complex processes and require movement in core skills before undertaking advanced training

Whether or not a person believes that they have the capability to do something or attain a particular goal

Second major piece in employee readiness equation; whether or not employees are willing to learn what's being taught in a training program

Any relatively permanent change in behavior that occurs as a result of experience or practice

Famously demonstrated by Ivan Pavlov's experiments with dogs; Results in direct, involuntary and learned behaviors; Memories of pleasant experiences can change moods and create feeling of well-being

Based in reinforcement and made famous by B.F. Skinner; Behavior is influenced by consequences received from similar actions in the past; Positive consequences lead to repetition of behavior while negative ones discourage it

In this theory, we are not learning from the consequences of our actions but from the consequences of the actions of another person; Also called vicarious learning

In shaping behavior, this is when reward is provided in return for a constructive action in the part of the subject

In shaping behavior, this is the withdrawal of a harmful thing from the environment in response to a positive action on the part of the subject

In shaping behavior, this is the application of an adverse consequence, or removal of a reward in order to decrease an unwanted behavior

In shaping behavior, this is the lack of response, either positive or negative, in order to avoid reinforcing an undesirable behavior

Done at work site with resources the employee uses to perform the job

A common form of training in organization; Organization creates a training course and provide all these materials to a qualified instructor who will teach the class

Also called as E-Learning

Specific kind of distance learning wherein individuals go completely at their own pace and they are able to study whatever aspects if the topic

Occurs when all of the trainees sign in to a particular Learning Management System (LMS) such as blackboard moodle, or corporate LMS, where instructor interacts and teaches topics for the day

A process where students can sign in to the training site at any point in time and materials are available for their studies

A training method whereby we simulate a real-life situation to teach students what actions to take in the event that they encounter the same or a similar situation on the job; Examples are flight simulators, driving simulators and firefighting simulators

One of the common assessment options first identified by Donald Kirkpatrick

(4-Level Evaluation Method) Measure how individual responds to the actual training process

(4-Level Evaluation Method) Designed to determine what knowledge the individual gained, whether they learned any new skills because of training, and whether the person's attitudes toward their knowledge or skill set has changed as a result of the training

(4-Level Evaluation Method) Designed to determine whether or not the trainee's on-the-job behaviors changes as a result of training

(4-Level Evaluation Method) We try to determine whether or not individual behavioral changes have improved organizational results

A process where a person, not the organization, is the manager of the process; The individually perceived, sequence of attitudes and behaviors, associated with work-related experiences and activities over the span of the person's life

(3) Methods of Employee Development

A method of employee development that provide employees with information about how they think, how they interact with others, and how they manage their own actions and emotion

A method of employee development that seeks to put the person through different types of job-related experiences over time

A method of employee development that provides opportunity to participate in programs that will improve general knowledge in areas such as finance, project management, or logistics

Occurs when an individual feels unchanged in their current job and has little or no chance of advancement

The way we identify, understand, and use our own emotions as well as the emotions of others to promote our working relationships