Training and Development

TRANNG & DEVELOPMENT TRANNG & DEVELOPMENT
PRESENTED BY PRESENTED BY
IJAZ NISAR IJAZ NISAR
TRANNG DEFNED TRANNG DEFNED
TRAINING TRAINING is a learning process that is a learning process that
involves the acquisition of involves the acquisition of
knowledge, sharpening of skills, knowledge, sharpening of skills,
concepts, rules, or changing of concepts, rules, or changing of
attitudes and behaviours to enhance attitudes and behaviours to enhance
the performance of employees. the performance of employees.
DEVELOPMENT DEFNED DEVELOPMENT DEFNED
DEVELOPMENT, DEVELOPMENT, on the other hand, on the other hand,
helps the individual handle future helps the individual handle future
responsibilities, with less emphasis responsibilities, with less emphasis
on present job duties. on present job duties.
Need and basic purposes of Need and basic purposes of
training training
To Increase Productivity To Increase Productivity
To Improve Quality To Improve Quality
To Help a Company Fulfil Its Future To Help a Company Fulfil Its Future
Personnel Needs Personnel Needs
To Improve Organizational Climate To Improve Organizational Climate
To Improve Health and Safety To Improve Health and Safety
Obsolescence Prevention Obsolescence Prevention
Personal Growth Personal Growth
The Benefits of Training The Benefits of Training
How Training Benefits the Organisation How Training Benefits the Organisation
eads eads to to improved improved profitability profitability and/or and/or more more
positive positive attitudes attitudes towards towards profit profit orientation orientation..
Improves Improves the the job job knowledge knowledge and and skills skills at at
all all levels levels of of the the organization organization..
Improves Improves the the morale morale of of the the work work force force..
Helps Helps people people identify identify with with organisational organisational
goals goals..
Helps Helps create create aa better better corporate corporate image image..
Aids Aids in in organisational organisational development development..
Helps Helps prepare prepare guidelines guidelines for for work work..
Aids Aids in in understanding understanding and and carrying carrying
out out organisational organisational policies policies..
Provides Provides information information for for future future needs needs
in in all all areas areas of of the the organisation organisation..
Organization Organization gets gets more more effective effective
decision decision making making and and problem problem solving solving..
Aids in developing leadership skills, Aids in developing leadership skills,
motivation, loyalty, better attitudes, motivation, loyalty, better attitudes,
and other aspects that successful and other aspects that successful
workers and managers usually display. workers and managers usually display.
Aids Aids in in increasing increasing productivity productivity
and/or and/or quality quality of of work work..
Helps Helps keep keep costs costs down down in in many many
areas, areas, ee..g g..,, production, production, personnel, personnel,
administration, administration, etc etc..
Develops Develops aa sense sense of of responsibility responsibility to to
the the organisation organisation for for being being competent competent
and and knowledgeable knowledgeable..
Improves labour Improves labour- -management management
relations and creates an appropriate relations and creates an appropriate
climate for growth, communication. climate for growth, communication.
Reduces Reduces outside outside consulting consulting costs costs by by
utilising utilising competent competent internal internal consulting consulting..
Stimulates Stimulates preventive preventive management management
as as opposed opposed to to putting putting out out fires fires..
Eliminates Eliminates sub sub- -optimal optimal behaviour behaviour..
Helps Helps employees employees adjust adjust to to change change..
Aids in handling conflict, thereby Aids in handling conflict, thereby
helping to prevent stress and tension. helping to prevent stress and tension.
Benefits to the IndividuaI Benefits to the IndividuaI
Helps Helps the the individual individual in in making making better better
decisions decisions and and effective effective problem problem solving solving
Through Through training training and and development, development,
motivational motivational variables variables of of recognition, recognition,
achievement, achievement, growth, growth, responsibility responsibility and and
advancement advancement are are internalised internalised and and
operationalised operationalised..
Aids in encouraging and achieving Aids in encouraging and achieving
self self- -development and self development and self- -confidence. confidence.
Helps Helps aa person person handle handle stress, stress,
tension, tension, frustration frustration and and conflict conflict..
Provides Provides information information for for
improving improving leadership leadership knowledge, knowledge,
communication communication skills, skills, and and attitudes attitudes..
Increases Increases job job satisfaction satisfaction and and
recognition recognition..
Moves Moves aa person person towards towards personal personal
goals goals while while improving improving interaction interaction skills skills..
Satisfies Satisfies personal personal needs needs of of the the
trainee trainee..
Provides Provides trainee trainee an an avenue avenue for for
growth growth and and aa say say in in his/her his/her own own
future future..
Develops Develops aa sense sense of of growth growth in in
learning learning..
Helps Helps aa person person develop develop speaking speaking
and and listening listening skills skills; ; also also writing writing
skills skills when when exercises exercises are are required required..
Helps Helps eliminate eliminate fear fear in in
attempting attempting new new tasks tasks..
Benefits in Intra and Inter Benefits in Intra and Inter- -
group ReIations group ReIations
Improves communication between Improves communication between
groups and individuals. groups and individuals.
Improves Improves interpersonal interpersonal skills skills..
Makes Makes organisation organisation policies, policies, rules rules and and
regulations regulations viable viable..
Improves Improves morale morale..
Builds Builds cohesiveness cohesiveness in in groups groups..
Provides Provides aa good good climate climate for for learning, learning,
growth, growth, and and coordination coordination
Makes Makes the the organisation organisation aa better better place place to to
work work..
Training Concepts Training Concepts
Ability Ability The physical and mental capacity The physical and mental capacity
to perform a task. to perform a task.
Action learning: Action learning: Training method that Training method that
involves giving teams or work groups a involves giving teams or work groups a
problem, having them work on solving it problem, having them work on solving it
and committing to an action plan, and and committing to an action plan, and
then holding them accountable for then holding them accountable for
carrying out the plan. carrying out the plan.
Action plan: Action plan:A written document detailing A written document detailing
steps that a trainee and his manager will steps that a trainee and his manager will
take to ensure that training transfers to take to ensure that training transfers to
the job the job
Action planning: Action planning: An employees process An employees process
of determining how he will achieve his of determining how he will achieve his
short short- -and long and long- -term career goals. term career goals.
Assessment: Assessment: The collecting of The collecting of
information and providing of feedback to information and providing of feedback to
employees about their behavior employees about their behavior
communication style, or skills. communication style, or skills.
Assessment center: Assessment center: A process in which A process in which
multiple rates or evaluators (also known multiple rates or evaluators (also known
as assessors) evaluate employees, as assessors) evaluate employees,
performances on a number of exercises. performances on a number of exercises.
Attitude: Attitude: ombination of beliefs and feelings ombination of beliefs and feelings
that predispose a person to behave in a certain that predispose a person to behave in a certain
way. way.
Attitude awareness and change program: Attitude awareness and change program:
Program focusing on increasing employees Program focusing on increasing employees
awareness of their attitudes toward differences in awareness of their attitudes toward differences in
cultural and ethic backgrounds, physical cultural and ethic backgrounds, physical
characteristics (e.g., disabilities), and personal characteristics (e.g., disabilities), and personal
characteristics that influence behavior towards characteristics that influence behavior towards
others. others.
Basic skills: Basic skills: Skills necessary for employees to Skills necessary for employees to
perform their jobs and learn the content of perform their jobs and learn the content of
training programs. training programs.
Behavior based conflict: Behavior based conflict: onflict occurring onflict occurring
when an employees behavior in work roles is not when an employees behavior in work roles is not
appropriate in non appropriate in non- -work roles. work roles.
Behavior based program: Behavior based program: Program focusing on Program focusing on
changing the organization policies and individual changing the organization policies and individual
behaviors that inhibit employees personal growth behaviors that inhibit employees personal growth
and productivity. and productivity.
Behavior modeling Behavior modeling A training method in A training method in
which trainees are presented with a model which trainees are presented with a model
who demonstrates key behaviors to who demonstrates key behaviors to
replicate and provides them with the replicate and provides them with the
opportunity to practice those key behaviors opportunity to practice those key behaviors
Benchmarking: Benchmarking: The use of information The use of information
about other companies training practices about other companies training practices
to help determine the appropriate type, to help determine the appropriate type,
level, and frequency gains from a training level, and frequency gains from a training
program. program.
Benchmarks: Benchmarks: A research instrument A research instrument
designed to measure important factors in designed to measure important factors in
being a successful manager. being a successful manager.
Benefits: Benefits: What of value the company What of value the company
gains from a training program. gains from a training program.
Blended learning: Blended learning: earning involving a earning involving a
combination of online learning, face combination of online learning, face- -to to- -
face instruction, and other methods. face instruction, and other methods.
Career: Career: The pattern of work related The pattern of work related
experiences that span the course of a experiences that span the course of a
persons life. persons life.
Career development: Career development: The process by The process by
which employees progress through a which employees progress through a
series of stages, each characterized by a series of stages, each characterized by a
different set of developmental tasks, different set of developmental tasks,
activities, and relationships. activities, and relationships.
Career insight: Career insight: The degree to which The degree to which
employees know about their employees know about their
interests as well as their skills interests as well as their skills
strengths and weaknesses, the strengths and weaknesses, the
awareness of how these perceptions awareness of how these perceptions
relate to their career goals. relate to their career goals.
Career management Career management: : The process through The process through
which employees which employees
Become aware of their interests, values, Become aware of their interests, values,
strengths, and weaknesses strengths, and weaknesses
Get information about job opportunities within a Get information about job opportunities within a
company company
Identify career goals Identify career goals
Establish action plans to achieve career goals Establish action plans to achieve career goals
Career path: Career path: A sequence of job positions A sequence of job positions
involving similar types of work and skills that involving similar types of work and skills that
employees move through in company. employees move through in company.
Case study Case study: : A description of how A description of how
employees or an organization dealt with a employees or an organization dealt with a
situation. situation.
Change Change: : The adoption of a new idea or The adoption of a new idea or
behavior by a company behavior by a company
Change management Change management: : The process of The process of
ensuring that new interventions such as ensuring that new interventions such as
training practices are accepted and used training practices are accepted and used
by employees and managers. by employees and managers.
Coach Coach: : A peer or manager who works A peer or manager who works
with an employee to motivate him, with an employee to motivate him,
develop skills, and provide reinforcement develop skills, and provide reinforcement
and feedback. and feedback.
Cognitive ability Cognitive ability: : Outcomes used to Outcomes used to
measure what knowledge trainees learned measure what knowledge trainees learned
in a training program. in a training program.
Competency Competency: : An area of personal An area of personal
capability that enables an employee to capability that enables an employee to
perform his job. perform his job.
Competency Competency model: model: A model identifying A model identifying
the competencies necessary for each job the competencies necessary for each job
as well as the knowledge, skills, behavior, as well as the knowledge, skills, behavior,
and personal characteristics underlying and personal characteristics underlying
each competency. each competency.
Competitive advantage Competitive advantage: : An upper hand An upper hand
over other firms in an industry. over other firms in an industry.
Competitiveness Competitiveness: : A companys ability to A companys ability to
maintain and gain market share in an maintain and gain market share in an
industry. industry.
Computer based training (CBT): Computer based training (CBT): An interactive An interactive
training experience in which the computer training experience in which the computer
provides the learning stimulus, the trainee must provides the learning stimulus, the trainee must
respond, and the computer analyzes responses respond, and the computer analyzes responses
and provides feedback to the trainee. and provides feedback to the trainee.
Continuous learning Continuous learning: : A learning system in A learning system in
which employees are required to understand the which employees are required to understand the
entire work system including the relationship entire work system including the relationship
among their jobs, their work units, and the among their jobs, their work units, and the
company. Also, employees are expected to company. Also, employees are expected to
acquire new skills and knowledge, apply them on acquire new skills and knowledge, apply them on
the job, and share this information with fellow the job, and share this information with fellow
workers. workers.
Cost benefit analysis Cost benefit analysis: : The process of The process of
determining the economic benefits of a determining the economic benefits of a
training program using accounting training program using accounting
methods. methods.
Course objectives Course objectives (lesson objectives): (lesson objectives):
The expected behaviors, content, The expected behaviors, content,
conditions, and standards of a training conditions, and standards of a training
course or lesson; more specific than course or lesson; more specific than
program objectives. program objectives.
Course parameters Course parameters: : General information General information
about a training program including about a training program including
Criterion deficiency Criterion deficiency: : The failure to The failure to
measure training outcomes that were measure training outcomes that were
emphasized in training objectives. emphasized in training objectives.
Cross training Cross training: : Training method in which Training method in which
team members understand and practice team members understand and practice
each others skills so that members are each others skills so that members are
prepared to step in and take another prepared to step in and take another
members place should he temporarily or members place should he temporarily or
permanently leave the team. Also, more permanently leave the team. Also, more
simply, training employees to learn the simply, training employees to learn the
skills of one or several additional jobs. skills of one or several additional jobs.
Culture: Culture: A set of assumptions group A set of assumptions group
members share about the world and members share about the world and
how it works as well as ideals worth how it works as well as ideals worth
striving for. striving for.
Development: Development: ormal education, job ormal education, job
experiences, relationships, and assessments of experiences, relationships, and assessments of
personality and abilities that help employees personality and abilities that help employees
prepare for the future. prepare for the future.
Distance learning Distance learning: : Training method in which Training method in which
geographically dispersed companies provide geographically dispersed companies provide
information about new products, policies, or information about new products, policies, or
procedures as well as skills training and expert procedures as well as skills training and expert
lectures to field locations. lectures to field locations.
E learning E learning: : Instruction and delivery of training Instruction and delivery of training
by computer online through the Internet or Web. by computer online through the Internet or Web.
Empowerment Empowerment Giving employee Giving employee
responsibility and authority to responsibility and authority to
make decisions regarding make decisions regarding
product development or product development or
customer service customer service
Evaluation design: Evaluation design: Designation of what Designation of what
information is to be collected, from whom, information is to be collected, from whom,
when, and how to determine trainings when, and how to determine trainings
effectiveness. effectiveness.
Feedback Feedback: : Information employees receive Information employees receive
while they are performing concerning how while they are performing concerning how
well they are meeting objectives. well they are meeting objectives.
ormative evaluation ormative evaluation Evaluation Evaluation
conducted to improve the training conducted to improve the training
process Usually conducted before process Usually conducted before
and during the training process and during the training process
Glass ceiling: Glass ceiling: A barrier to advancement A barrier to advancement
to an organizations higher levels. to an organizations higher levels.
Goal Goal: : What a company hopes to achieve What a company hopes to achieve
in the medium in the medium- -to to- -long long- -term future. term future.
Goal orientation: Goal orientation: A trainees goals in a A trainees goals in a
learning situation learning situation
Goal setting: Goal setting: An employees process of An employees process of
developing short developing short- -and long and long- -term career term career
objectives. objectives.
Group mentoring program Group mentoring program: : Program in which a Program in which a
successful senior employee is paired with a group successful senior employee is paired with a group
of four to six less experienced protgs to help of four to six less experienced protgs to help
them understand the organization, guide them in them understand the organization, guide them in
analyzing their experiences, and help them clarify analyzing their experiences, and help them clarify
career directions. career directions.
Hands Hands--on method: on method: Training method in which Training method in which
the trainee is actively involved in learning. the trainee is actively involved in learning.
High High- -leverage training leverage training Training that uses an Training that uses an
instructional design process to ensure that instructional design process to ensure that
it is effective and that compares or it is effective and that compares or
benchmarks the company's training benchmarks the company's training
programs against other companies' programs against other companies'
High High--potential employee: potential employee: An employee whom An employee whom
the company believes is capable of succeeding in the company believes is capable of succeeding in
a higher a higher- -level managerial position. level managerial position.
Human resource management: Human resource management: The policies, The policies,
practices, and systems that influence employees practices, and systems that influence employees
behavior, attitudes, and performance. behavior, attitudes, and performance.
Human resource management Human resource management (HRM) (HRM)
practices: practices: Management activities relating to Management activities relating to
investments in staffing, performance investments in staffing, performance
management, training, and compensation and management, training, and compensation and
benefits. benefits.
Human resource planning: Human resource planning: The identification, The identification,
analysis, forecasting, and planning of changes analysis, forecasting, and planning of changes
needed in a companys human resources area. needed in a companys human resources area.
Intellectual capital: Intellectual capital: ognitive knowledge, ognitive knowledge,
advanced skills, system understanding and advanced skills, system understanding and
creativity, and self motivated creativity. creativity, and self motivated creativity.
Intellectual skills Intellectual skills: : Mastery of concepts and Mastery of concepts and
rules. rules.
Internet Internet--based training based training: : Training delivered on Training delivered on
public or private computer networks and public or private computer networks and
displayed by a web browser. displayed by a web browser.
Intranet based training Intranet based training: : Training delivered Training delivered
using a companys own computer network or using a companys own computer network or
server. server.
ob: ob: A specific position requiring A specific position requiring
completion of certain tasks. completion of certain tasks.
ob analysis: ob analysis: The process of developing The process of developing
a description of the job (duties, tasks, and a description of the job (duties, tasks, and
responsibilities) and the specifications responsibilities) and the specifications
(knowledge, skills and abilities) that an (knowledge, skills and abilities) that an
employee must have to perform it. employee must have to perform it.
ob enlargement: ob enlargement: The adding of The adding of
challenges or new responsibilities to an challenges or new responsibilities to an
employees current job. employees current job.
ob experience: ob experience: The relationship, problems, The relationship, problems,
demands, tasks, and other features that an demands, tasks, and other features that an
employee faces on the job. employee faces on the job.
ey behavior: ey behavior: One of a set of behaviors that is One of a set of behaviors that is
necessary to complete a task. Important part of necessary to complete a task. Important part of
behavior modeling training. behavior modeling training.
nowledge: nowledge: acts or procedures. What acts or procedures. What
individuals or teams of employees know or know individuals or teams of employees know or know
how to do (human and social knowledge); also a how to do (human and social knowledge); also a
companys rules, processes, tools, and routines companys rules, processes, tools, and routines
(structured knowledge). (structured knowledge).
nowledge management: nowledge management: The process of The process of
enhancing company performance by designing enhancing company performance by designing
and implementing tools, processes, systems, and implementing tools, processes, systems,
structures, and cultures to improve the creating, structures, and cultures to improve the creating,
sharing, and use of knowledge. sharing, and use of knowledge.
nowledge workers: nowledge workers: Employees who own the Employees who own the
means of producing a product or service. These means of producing a product or service. These
employees have a specialized body of knowledge employees have a specialized body of knowledge
or expertise, which they use to perform their jobs or expertise, which they use to perform their jobs
and contribute to company effectiveness. and contribute to company effectiveness.
Learning: Learning: A relatively permanent change A relatively permanent change
in human capabilities that does not result in human capabilities that does not result
from growth processes. from growth processes.
Learning organization: Learning organization: A company that A company that
has an enhanced capacity to learn, adapt, has an enhanced capacity to learn, adapt,
and change; an organization whose and change; an organization whose
employees continuously attempt to learn employees continuously attempt to learn
new things and then apply what they have new things and then apply what they have
learned to improve product or service learned to improve product or service
quality. quality.
Lecture: Lecture: Training method in which the Training method in which the
trainer communicates through spoken trainer communicates through spoken
words that trainees are supposed to learn. words that trainees are supposed to learn.
Manager support: Manager support: Trainees managers. Trainees managers.
Emphasizing the importance of attending Emphasizing the importance of attending
training programs training programs
Stressing the application of training Stressing the application of training
content on the job. content on the job.
Mentor: Mentor: An experienced, productive An experienced, productive
senior employee who helps develop a less senior employee who helps develop a less
experienced employee (a protg). experienced employee (a protg).
Metacognition: Metacognition: A learning strategy A learning strategy
whereby trainees direct their attention to whereby trainees direct their attention to
their own learning process. their own learning process.
Mission: Mission: A companys long A companys long- -term reason term reason
for existing. for existing.
Modeling: Modeling: Having employees who have Having employees who have
mastered the desired learning outcomes mastered the desired learning outcomes
demonstrate them for trainees. demonstrate them for trainees.
Motivation to learn: Motivation to learn: A trainees desire to A trainees desire to
learn the content of a training program. learn the content of a training program.
Motor skills: Motor skills: oordination of physical oordination of physical
movements. movements.
Multimedia training Multimedia training: : Training that combines Training that combines
audiovisual training methods with computer audiovisual training methods with computer
based training. based training.
Near transfer: Near transfer: A trainees ability to apply A trainees ability to apply
learned capabilities exactly to the work situation. learned capabilities exactly to the work situation.
Need: Need: A deficiency that a person is experiencing A deficiency that a person is experiencing
at any point in times. at any point in times.
Needs assessment: Needs assessment: The process used to The process used to
determine if training is necessary. The first step determine if training is necessary. The first step
in the instrumental system design model. in the instrumental system design model.
Norms: Norms: Accepted standards of behavior for Accepted standards of behavior for
workgroup members. workgroup members.
Objective: Objective: The purpose and expected outcome The purpose and expected outcome
of training activities. of training activities.
Obsolescence: Obsolescence: A reduction in an employees A reduction in an employees
competence resulting from a lack of knowledge of competence resulting from a lack of knowledge of
new work processes, techniques, and new work processes, techniques, and
technologies that have developed since he technologies that have developed since he
completed his education. completed his education.
On On--the the--job training job training (OT): (OT): Training in which Training in which
new or inexperienced employees learn through new or inexperienced employees learn through
first observing peers or managers performing the first observing peers or managers performing the
job and then trying to imitate their behavior. job and then trying to imitate their behavior.
Opportunity to perform: Opportunity to perform: The chance to use The chance to use
learned capabilities. learned capabilities.
Organization development: Organization development: A planned, A planned,
systematic change process that uses behavioral systematic change process that uses behavioral
sciences knowledge and techniques to improve a sciences knowledge and techniques to improve a
companys effectiveness by improving companys effectiveness by improving
relationships and increasing learning and relationships and increasing learning and
problems solving capabilities. problems solving capabilities.
Organizational analysis: Organizational analysis: Training analysis Training analysis
involving determining the appropriateness of involving determining the appropriateness of
training, considering the context in which training training, considering the context in which training
will occur. will occur.
Organizational socialization: Organizational socialization: The process of The process of
transforming new employees into effective transforming new employees into effective
company members. Its phases are anticipatory company members. Its phases are anticipatory
socialization, encounter, and settling in. socialization, encounter, and settling in.
Organizing: Organizing: A learning strategy that requires A learning strategy that requires
the learner to find similarities and themes in the the learner to find similarities and themes in the
training materials. training materials.
Outsourcing: Outsourcing: The use of external supplies to The use of external supplies to
provide training services. provide training services.
Perception: Perception: The ability to organize a message The ability to organize a message
from the environment so that it can be processed from the environment so that it can be processed
and acted upon. and acted upon.
Performance appraisal: Performance appraisal: The process of The process of
measuring an employees performance. measuring an employees performance.
Person analysis: Person analysis:
Training analysis involving Training analysis involving
Determining whether performance Determining whether performance
deficiencies result from lack of knowledge, deficiencies result from lack of knowledge,
skill, or ability or else from a motivational skill, or ability or else from a motivational
or work or work- -design problem. design problem.
Identifying who needs training, Identifying who needs training,
Determining employees readiness for Determining employees readiness for
training training
Person characteristics: Person characteristics: An employees An employees
knowledge, skill, ability, behavior, or attitude. knowledge, skill, ability, behavior, or attitude.
Practice: Practice: An employees demonstration of a An employees demonstration of a
learned capability; the physical or mental learned capability; the physical or mental
rehearsal of a task, knowledge, or skill to achieve rehearsal of a task, knowledge, or skill to achieve
proficiency in performing the task or skill or proficiency in performing the task or skill or
demonstrating the knowledge. demonstrating the knowledge.
Pretest/posttest: Pretest/posttest: An evaluation design in which An evaluation design in which
both pretraining and post training outcomes both pretraining and post training outcomes
measures are collected. measures are collected.
Pretraining measure: Pretraining measure: A baseline measure of A baseline measure of
outcomes. outcomes.
Program design: Program design: The organization and The organization and
coordination of the training program. coordination of the training program.
Program Objectives: Program Objectives: Broad summary Broad summary
statements of a programs purpose. statements of a programs purpose.
Psychological success: Psychological success: A feeling of pride and A feeling of pride and
accomplishment that comes from achieving life accomplishment that comes from achieving life
goals. goals.
Reaction outcomes: Reaction outcomes: A trainees perceptions of a A trainees perceptions of a
training program, including perceptions of the training program, including perceptions of the
facilities, trainers, and content. facilities, trainers, and content.
Readability: Readability: Written materials level of difficulty. Written materials level of difficulty.
Readiness for training: Readiness for training: The condition of The condition of
Employees having the Employees having the personal personal
characteristics characteristics necessary to learn program necessary to learn program
content and apply it on the job and content and apply it on the job and
The The work environment work environment facilitation learning facilitation learning
and not interfering with performance. and not interfering with performance.
Reengineering Reengineering A A complete complete review review and and redesign redesign
of of critical critical processes processes to to make make them them more more efficient efficient and and
able able to to deliver deliver higher higher quality quality
Structure/ Structure/ Process/Innovation Process/Innovation
Re Re- -Structuring Structuring / / Re Re- -inventing inventing . .Small/Better/Different Small/Better/Different
Rehearsal: Rehearsal: A learning strategy focusing A learning strategy focusing
on learning through repetition on learning through repetition
(memorization). (memorization).
Self Self--Management: Management: Persons attempt to Persons attempt to
control certain aspects of his decision control certain aspects of his decision- -
making and behavior. making and behavior.
Simulation: Simulation: A training method that A training method that
represents a real life situation, with represents a real life situation, with
trainees decisions resulting in outcomes trainees decisions resulting in outcomes
that mirror what would happen if they that mirror what would happen if they
were on the job. were on the job.
Skill: Skill: ompetency in performing a task. ompetency in performing a task.
Skill Skill--based outcomes: based outcomes: Outcomes used to Outcomes used to
assess the level of technical or motor skills or assess the level of technical or motor skills or
behavior; include skill acquisition or learning and behavior; include skill acquisition or learning and
on on- -the the- -job use of skills. job use of skills.
Social learning theory Social learning theory Theory emphasizing Theory emphasizing
that people learn by observing other persons that people learn by observing other persons
(models) who they believe are credible and (models) who they believe are credible and
knowledgeable. knowledgeable.
Social support: Social support: eedback and reinforcement eedback and reinforcement
from managers and peers. from managers and peers.
Socialization: Socialization: Sharing tacit knowledge by Sharing tacit knowledge by
sharing experiences. sharing experiences.
Stakeholders: Stakeholders: The parties with an interest in a The parties with an interest in a
companys success (include shareholders, companys success (include shareholders,
employees, customers, and the community). employees, customers, and the community).
Subject matter expert (SME): Subject matter expert (SME): Person who is Person who is
knowledgeable of knowledgeable of
Training issue, Training issue,
Knowledge, skills, and abilities required for task Knowledge, skills, and abilities required for task
performance, performance,
Necessary equipment, and Necessary equipment, and
onditions under which tasks have to be onditions under which tasks have to be
performed performed
Summative evaluation: Summative evaluation: Evaluation of the Evaluation of the
extent that trainees have changed as extent that trainees have changed as - -a result of a result of
participating in a training program. participating in a training program.
Synchronous communication: Synchronous communication:
ommunication in which trainers, experts, ommunication in which trainers, experts,
and learners interact with each other live and learners interact with each other live
and in real time in the same way as they and in real time in the same way as they
would in face to face classroom would in face to face classroom
instruction. instruction.
Team leader training: Team leader training: Training that a Training that a
team manager or facilitator receives. team manager or facilitator receives.
Team training: Team training: Training method that Training method that
involves coordinating the performances of involves coordinating the performances of
individuals who work together to achieve a individuals who work together to achieve a
common goal. common goal.
Trainee characteristics: Trainee characteristics: The abilities and The abilities and
motivation that affect learning. motivation that affect learning.
Training: Training: A companys planned effort to facilitate A companys planned effort to facilitate
employees learning of job employees learning of job- -related competencies. related competencies.
Training administration: Training administration: oordination of oordination of
activities before, during, and after a training activities before, during, and after a training
program. program.
Training context: Training context: The physical, intellectual, and The physical, intellectual, and
emotional environment in which training occurs. emotional environment in which training occurs.
Training design: Training design: haracteristics of the learning, haracteristics of the learning,
and enabling environment. and enabling environment.
Training design process: Training design process: A systematic A systematic
approach to development training approach to development training
programs. Its six steps include conducting programs. Its six steps include conducting
needs assessment, ensuring employees needs assessment, ensuring employees
readiness for training, creating a learning readiness for training, creating a learning
environment, ensuring transfer of training, environment, ensuring transfer of training,
selecting training methods, and evaluating selecting training methods, and evaluating
training programs. training programs.
Training effectiveness: Training effectiveness: Benefits that a Benefits that a
company and its trainees receive from company and its trainees receive from
training. training.
Training evaluation: Training evaluation: The process of collecting The process of collecting
the outcomes needed to determine if training has the outcomes needed to determine if training has
been effective. been effective.
Training outcomes Training outcomes (Criteria): (Criteria): Measures that a Measures that a
company and its trainer use to evaluate training company and its trainer use to evaluate training
programs. programs.
Training site: Training site: The place where training is The place where training is
conducted. conducted.
Transfer of training: Transfer of training: Trainees applying learned Trainees applying learned
capabilities gained in training to their jobs. capabilities gained in training to their jobs.
Work environment: Work environment: On On- -the the- -job factors that job factors that
influence transfer of training. influence transfer of training.

Training and Development

Uploaded by

Document Information

Original Description:

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Training and Development

Uploaded by

Copyright:

Available Formats

TRANNG & DEVELOPMENT TRANNG & DEVELOPMENT

You might also like