Training and Development C235, Top Exam Questions and answers, graded A+

Training and Development C235, Top Exam Questions and answers, graded A+ Analyze how training and development is strategically important to an organization. - -The basic aim of training and development programs is to help the organization achieve its mission and goals by improving individual and ultimately, organizational performance. Differentiate between training and development - -- Training is generally regarded as an organization's planned effort to facilitate employees' learning of job-related knowledge, skills, and competencies for the current job. - Development has a more long-term focus represented by formal education, job experiences, relationships and assessments of personality and abilities that help employees prepare for future jobs. What are the steps of the ADDIE model of training and development. - -Design, development, implementation, and evaluation Copyright law - -Prohibits printing, duplication, distribution, or vending copies to another's literacy, artistic, other creative expression except under certain circumstances. Age Discrimination in Employment Act - -Law that prohibits discrimination in employment against persons age 40 and over. It prohibits disparate treatment where the employer consciously considers age to be a factor in hiring decisions, with certain exceptions for public safety jobs (pilots, bus drivers). Civil Rights Act of 1964 - -Law prohibits discrimination in employment practices on the basis of race, color, national origin, religion and sex. Americans with Disabilities Act - -A law that states an employer may not discriminate against either an applicant or a current employee because he or she was previously disabled or appears to be disabled. The key question is whether or not the person can perform the "essential job functions" after the employer makes "reasonable accommodations." What are the two traditional approaches to the development of competency models? - -Trainers have focused on the development of skills and educators have focused on the transmission of knowledge. What are the 4 competency stages? - -Acquiring, applying, mastering and influencing What two actions are performed to develop a competency model? - -1) Determining traits of employees who hold that positions 2) Identify the organizations top-performing performers (in that role) What are the competencies a must a trainer possesses? - -1) Training expert 2) SME 3) Consultant 4) Communications expert What are the three levels of needs assessment? - -Organization analysis, task level and person level What main goal of conducting an organizational level needs assessment. - -The main goal is to look at the vision and future direction and determine the workforce needs of the future. What main goal of conducting a task level needs assessment - -Analysts are concerned with what needs to be taught in a training program and how certain skills and knowledge translate into task performance. What main goal of conducting a person level needs assessment. - -Here the focus is on individual employees and how well they perform their jobs. What is the best method to determine the effectiveness of a training program. - -Assign some trainees randomly to an experimental group and leave the rest in a control group that will receive no training What are the five principles for the design of training for adult learners - -1. Need to know "the why" for any training they are asked to undertake 2. Need to be self-directed in their learning 3. Bring extensive work-related experiences into the training, which needs to be acknowledged 4. Enter the training with a problem-centered approach to learning and seek immediate application 5. Learn best through "Praxis," a Greek word meaning "action with reflection". This suggests that actual member of repetitions may be less important for adult's learners than the opportunity to reflect back and analyze the impact of actions taken. What are the 4 learning styles? - -Diverger, Assimilator, Converger & Accommodator Diverger - -Concrete experience & reflective observation. (A person who learns by feeling or observing) Assimilator - -Reflective observation & abstract conceptualization. (A person who learns by observing and thinking) Converger - -Abstract conceptualization & active experimentation. (thinking and doing) Accommodator - -Active experimentation & concrete experience (doing & feeling) How does the Gestalt learning theory influence the design of training? - -The Gestalt learning