Introduction to Employee Training & Development
Key Components of Learning
Key Components of Learning
High Performance Model of Work Systems
Strategic Training
Marketing & Brand Creation
100
A company's ability to maintain and gain market share in an industry.
Competitiveness
100
Refers to employees acquiring knowledge, skills, competencies, attitudes or behaviors. It is the overall goal of training and development.
Learning
100
Training and development programs, courses, and events that are developed and organized by the company. Typically, employees are required to attend or complete these programs, which can include face-to-face training programs as well as online programs.
Formal Training and Development
100
Employees with various skills interact to assemble a product or provide a service.
Work Teams
100
Integrates the company’s goals, policies, and actions. It influences how the company uses physical capital, financial capital, and human capital.
Business Strategy
100
Examining the operating environment to identify opportunities and threats is called?
External Analysis
200
Refers to shareholders, the community, customers, employees, and all the other parties that have an interest in seeing that the company succeeds.
Stakeholders
200
What does Figure 1.1 represent?
The Business Role of Training and Development
200
Learning that is learner initiated, involves action and doing, is motivated by an intent to develop, and does not occur in a formal learning setting.
Informal Learning
200
Training employees in a wide range of skills to fill any of the roles that needed to be performed.
Cross Training
200
What the company hopes to achieve in the mid and long-term future.
Goals
200
Making employees and managers excited about training is defined as?
Internal Marketing
300
Employees in a company refer to this department for the policies, practices, and systems that influence employee's behavior, attitudes, and performance. This department plays a key role in attracting, motivating, rewarding and retaining employees. Other practices of this department include recruiting employees, selecting employees, designing work, compensating employees, and developing good labor and employee relations.
Human Resources
300
This term refers to knowledge (know what), system understanding and creativity (know why), and motivation to deliver high quality products and services (care why).
Human Capital
300
Well documented, easily articulated, and easily transferred from person-to-person. Examples of this process include processes, checklists, flowcharts, formulas, and definitions.
Explicit Knowledge
300
Separated by time, geographic, cultural and/or organizational boundaries. Relies on technology to interact and complete their projects.
Virtual Teams
300
A company that has:
• An enhanced capacity to learn, adapt, and change
• Carefully scrutinize and aligned training processes
• Training as part of a system designed to create human capital
Learning Organization
300
The following tactics can be defined as:
• Involve the target audience in developing the training program
• Demonstrate how a training program can be used to solve specific business needs
• Identify a “champion” who actively supports training
• Listen and act on feedback received
Internal Marketing Tactics
400
A planned effort by a company to facilitate learning of job-related competencies, knowledge, skills, and behavior by employees. The goal is for employees to master the knowledge, skills, and behaviors emphasized in training and apply them to their day-to-day activities.
Training
400
Personal knowledge base on individual experiences that is difficult to codify. This is a result of informal learning.
Tactic Knowledge
400
Figure 2.1 is an example of what process?
Training Development Process
400
The following bullet points help a company do what?
•Advertise on e-mail, on company websites, and in employee break areas
•Designate someone to interact between the training designer and the business unit
•Determine the financial gains top-level executives are concerned with
•Do not use jargon
Build a Marketing Brand
500
Refers to training as well as formal education, job experience, relationship assessments of personality, skills, and abilities that help employees prepare for future jobs or positions.
Development
500
A systematic approach for developing training programs.
Training Design Process
500
An internal analysis of strengths and weaknesses and an external analysis of opportunities and threats is called?
SWOT Analysis
500
What defines these business goals:
Productivity
Increase customer satisfaction
Reduce operational risks
Increase employee satisfaction and retention
Better manage decisions
Increased development of human capital
Succession planning needed for competitive advantage
Training