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 theory influence the design of training because trainees need to know "the why" of the training. Adults learn best when they can see the big picture (the Gestalt) before being introduced to the details. They need to know how the training connect with the business, its strategic success and overall goals and mission. They also need to see that something is in it for them (WIIFM). Both these goals may be met with the articulation of behavioral learning objectives to be obtained from the training side-by-side comparison with business goals. Lecture - -This is the traditional "stand-and-deliver" mode of training. It is helpful for introducing trainees to new information or new models and frameworks. It is economical in the sense that a large number of trainees can be exposed to new information in this way. Role Playing - -is an active learning technique in which employees act out situations under the guidance of a trainer. In each scenario, employees take on a role and act out the scene as though it were real. Case study - -Provides a realistic situation for trainees who must put themselves in the shoes of the decision maker in the case and try to resolve a problem using materials or frameworks learned in the training. Discussion - -Group discussion provides a forum for the exchange of the information wherein the facilitator is not the expert, but rather the participants are. Group discussion can occur with groups of various sizes, from two ("pair and share") to much larger. Simulations - -All trainees to learn by doing in realistic circumstances, but without the penalties of making mistakes on the job. Both simulations and structured exercises typically involve a facilitator and allow participants to practice skills and apply knowledge they have just gained in a training program. What are the types of learning? - -Lecture, role playing, case study, discussion & simulations Synchronous - -A type of e-learning wherein the participants gather in real time to interact with the facilitator, the course content, and the other participants.