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IPMA-HR Everything Questions & answers
IPMA-HR Everything Questions & answers
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IPMA-HR EverythingTraining - ANS-Process whereby people acquire capabilities to perform jobs
Knowledge Management - ANS-The way an organization identifies and leverages
knowledge to be competitive
20% - ANS-Average percentage that a learner retains one month after training
Types of Training - ANS--Legally Required
-Basic and Remedial Skills
-Job and Technical Training
-Soft Skills
Orientation - ANS-Planned introduction of new employees to their jobs, coworkers, and
the organization
Effective Orientation - ANS--establishes favorable employee impression of the
organization
-provides organization and job information
-enhances interpersonal acceptance by coworkers and builds new network of resources
-accelerates socialization and integration of new employee
-ensures that employee performance and productivity begin more quickly
Elements of Effective Onboarding - ANS--establish clear goals
-know what new hires want
-start before "day one" on the job
-provide multiple short sessions
-create connections and networks
-make it enjoyable
Orientation Measurement of Success - ANS--tenure turnover rate
-new hire failure factor
-employee upgrade rate
-development program participation rate
Instructional Systems Design (ISD) - ANS-A step-by-step process to ensure that the
right learning materials are provided to the right people at the right time.
,ADDIE Model - 5 Phases of Training - ANS-Assessment, Design, Development,
Implementation, Evaluation
Key to Training Assessment - ANS-Identifying gaps in performance
Effective Training Planning - ANS--is there really a need for the training?
-who needs to be trained?
-who will do the training?
-what form will the training take?
-how will knowledge be transferred to the job?
-how will the training be evaluated?
4 Ways to Effectively Train Employees - ANS-1-Blend in-person training and online
training
2-Provide hands-on training
3-Incorporate mobile training apps
4-Allow employees to learn at their own pace
How to Diagnose Training - ANS-Analyze organizational outcomes and look at future
organizational needs
4 Ways to Measure Training Effectiveness - ANS-1-Learner reaction
2-Measuring gain in knowledge or skill
3-Measuring increased performance back in the workplace
4-Impact on the organization itself
Sources of Information for Needs Assessment - ANS--organizational analysis
-job/task analysis
-individual analysis
Organizational Analysis - ANS-Grievances, accidents, waste/scrap, training
observations, customer complaints, exit interviews, equipment use, attitude surveys
Job/Task Analysis - ANS-Employee KSAs, benchmarks, effectiveness, job specs,
efficiency data, employee surveys
Individual Analysis - ANS-Performance appraisals, tests, records, assessment centers,
questionnaires, surveys, job knowledge tools
,Focuses for Training Objectives - ANS--knowledge
-skill
-attitude
Training Design Elements - ANS--learner characteristics
-training transfer
-instructional strategies
Learner Characteristics - ANS-Ability to learn, motivation to learn, self-efficacy,
perceived utility/value, learning styles
Training Transfer - ANS-Overview of training content, strategic link, supervisor support,
opportunity, accountability
Instructional Strategies - ANS-Practice/feedback, over-learning, behavioral modeling,
error-based examples, reinforcement/immediate confirmation
Self-Efficacy - ANS-People's belief that they can successfully learn the training program
content
Andragogy - ANS-Adult learning; ways in which adults learn differently than do younger
people.
5 Principles for Designing Training for Adults - ANS--need to know why they are
learning something
-need to be self-directed
-bring more work-related experiences into the learning process
-enter into a learning experience with a problem-centered approach to learning
-are motivated to learn by both extrinsic and intrinsic factors
Active Practice - ANS-Trainees perform job-related tasks and duties during training
Behavioral Modeling - ANS-Copying someone else's behavior
Reinforcement - ANS-Based on the idea that people tend to repeat responses that give
them some type of positive reward and to avoid actions associated with negative
consequences
Immediate Confirmation - ANS-Based on the idea that people learn best if they receive
reinforcement and feedback as soon as possible after training
, Training Delivery Options - ANS--internal to the organization
-external to the organization
Internal Training Options - ANS-Traditional classes, on-the-job training, self-guided
training at company portal, mentoring/coaching, job shadowing, developing teachers
internally, cross training, training projects, group-based classroom
External Training Options - ANS-Third-party delivered training, web conferences,
training at outside location, podcasts, educational leave, blended training,
teleconferencing
Advantages to External Training - ANS-Less expensive, less time to develop internal
training, staff may not have the level of expertise needed, employees can learn from
other companies
Informal Training - ANS-Training that occurs through interactions and feedback among
employees
Common Forms of Instructional Techniques - ANS--on-the-job training
-apprenticeships
-simulations
-case studies
-games and activities
-role play
-behavior modeling
-computer-based training
On-The-Job Training - ANS-The most common training because it is flexible and
relevant
Cross-Training - ANS-Training people to do more than one job
Apprentice Training - ANS-Provides employee with on-the-job experience under the
guidance of a skilled and certified worker
Case Studies - ANS-Focus upon stories about individuals, organizations, processes,
projects or events and the consequence of decisions or actions that were taken
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