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41 Cards in this Set

  • Front
  • Back
(p. 16) According to a survey of 50,000 employees, _____ percent have high levels of engagement.
(p. 24) Companies report the most important talent management challenge they face is:
identifying employees with managerial talent and training and developing them for managerial positions.
(p. 31) The Bureau of Labor Statistics estimates that _____ percent of the workforce consists of alternative work arrangements such as independent contractors.
(p. 39) According to the 2004 ASTD Competency Model, what are the four roles of a training professional?
Learning strategist,
business partner
professional specialist
project manager
(p. 53) What are the metrics McCormick & Company uses to evaluate the effectiveness of training and development?
how many employees have been promoted,
how many employees have attended the learning and development center,
how many employees are in the MMBs,
the dollar impact of the MMB project results on the business
(p. 57) What are the implications of an emphasis on learning vs. training as an event?
Recognition that learning has to be related to helping employees’ performance improve and the company achieves its business goals,
unpredictability in the business environment in which the companies operate will continue to be the norm
because tacit knowledge is difficult to acquire in training programs, companies need to support informal learning that occurs through mentoring, chat rooms, and job experiences.
Learning has to support not only with physical and technical resources but also psychologically
(p. 58) According to Noe, what are the component(s) of human capital that create the greatest value for business?
having employees understand the manufacturing or service process and the interrelationships between departments and divisions (system understanding) as well as motivating them to deliver high products and services (care why).
(p. 69-70) The _____ duties of traditional managers and managers of high-performance work teams are most similar.
Ensure that each team member is responsible for his or her work load and customers.
Treat all team members with respect.
Listen and respond honestly to team ideas.
(p. 72) What do studies suggest to positively influence employee retention?
working with good colleagues,
challenging job assignments,
and opportunities for career growth and development.
(p. 73-74) The _____ type of organization is least likely, compared the other three types of organizations, to have an emphasis on training.
baseball team
(p. 76-77) Team building is a common training implication of _____ and _____ strategies.
Concentration & external growth (acquisition)
(p. 76-77) What is a concentration business strategy?
team building,
cross training,
specialized programs,
interpersonal skills training,
on-the-job training
(p. 82-83) What is the corporate university model approach to organizing the training function?
They tend to offer a wide range of programs and courses than functions organized by other models.
(p. 108) The best needs assessment method for sexual harassment and diversity issues is:
focus groups
(p. 117) What are the characteristics of cognitive ability?
is related to successful performance in all jobs.
Three dimensions: verbal comprehension, quantitative ability, and reasoning ability.
Influences job performance and ability to learn in training programs and how well they learn
(p. 122) In the process of determining if training is the best solution for a performance problem, you discover employees were trained but rarely or never used the training content. This is an example of a _____ factor affecting performance and learning.
(p. 127-28.)What are the characteristics of competency models?
it identifies the competencies necessary for each job as well as the knowledge, skills, behavior, and personality characteristics underlying each competency.
Can understand competency models by comparing them to job analysis.
Are more likely to link competencies and the company’s business goals than job analysis.
Provide descriptions of competencies that are common for an entire occupational group, level of jobs, or an entire organization.
Are more general and greater application to a wider variety of purposes.
(p. 129) What are the ways competency models are useful for training and development?
identifies behaviors needed for effective job performance.
Provide a tool for determining what skills are necessary to meet today’s needs as well as future needs.
Help determine what skills are needed at different career points.
Provide a framework for ongoing coaching and feedback to develop employees for current and future roles.
They create a roadmap for identifying and developing employees for managerial positions.
(p. 141) In physics class, learning the colors of the light spectrum by remembering the name "Roy G. Biv", is an example of a(n) _____ learning outcome.
Cognitive strategies
(p. 130) When an employee learns and practices behaviors that reduce conflict with others, they are experiencing:
Negative reinforcement
(p. 142) An owner of a casino who seeks to maximize his slot machine profits would most likely have them programmed on a _____ reinforcement schedule.
variable interval schedule
(p. 142) _____ reinforcement schedule is characterized by rapid learning and rapid extinction.
fixed-ratio schedule
(p. 146) What contributes to a learning orientation?
trying to increase ability or competence in a task.
Training success is defined as showing improvement and making progress.
Preferred trainers who are more interested in how trainees are learning than how they are performing.
View errors and mistakes as part of the learning process.
(p. 147) When an employee sees success in a training program as leading to peer recognition, hard work and a good chance of promotion, the training program has high _____ for them.
(p. 143 & 147) Self-efficacy is most similar to which concept?
a person’s judgement about whether he or she can learn knowledge and skills.
(p. 151) What is the simplest learning strategy?
(p. 154) Research on the influence of age on training found that _____ had the largest influence on training performance of trainees over 40 years of age.
self- paced training
(p. 155-56) What components are present within the training objective "The employee will be able to express concern to all irate customers by a brief (fewer than 10 words) apology"?
performance or outcome,
the criterion,
the conditions
(p. 156) Showing how training relates to company strategy and repeating application of ideas in different contexts are examples of:
convincing employees that training is meaningful
(p. 157) When a trainee is asking themselves, "Why am I choosing this type of action?" and "What is the next step in the task?" they are engaging in:
Metacognition (developing a strategy)
(p. 187) Research shows that just over ______ percent of employees successfully transfer training immediately after completing training and ____ percent one year after training.
62%; 34%
(p. 190) The theory of identical involves _______ and __________.
Use of equipment and specific procedures that must be learned.
Proposes that transfer of training occurs when what is being learned in the training session is identical to what the trainee has to perform on the job.
(p. 192) Application assignments are most commonly associated with the ________ theory of transfer.
(p. 202) What are characteristics of a learning organization?
supportive learning environment, an environment of learning processes and practices,
management reinforces learning;
emphasized knowledge management;
learning occurs not only individually but at the group and organizational levels.
(p. 207) What is a reason knowledge management systems fail?
the technology is too complicated or companies don’t give enough consideration to how to motivate employees to share knowledge.
(p. 223) According to recent research, _________ outcome measures have the largest relationship with changes in affective learning outcomes.
(p. 232) What are the threats to internal validity?
initial group differences,
testing instrumentation,
regression towards mean,
reaction to pre-test,
reaction to evaluation,
interaction of selection and training,
interaction of methods
(p. 232) An evaluation study of the effectiveness of a new software program was conducted using volunteers. What is the greatest threat to validity?
initial group differences
(p. 233) What are ways to minimize threats to validity in evaluation studies?
pretests and posttests,
comparison groups, and
random assignment
(p. 234) If the trainee group and control group can be assumed to similar levels of knowledge, behavior and results prior to training, the most efficient evaluation design is _________.
(p. 239) If an organization wants to determine which of two training programs are best, a _____________ evaluation design should be used.
pretest/posttest comparison group design