copyright © by hrcp, l.c. human resource development phr 18% - sphr 19% unit 3

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Human Resource Human Resource DevelopmentDevelopment

PHR 18% - SPHR 19%PHR 18% - SPHR 19%

Unit 3Unit 3

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Introduction & Instructions

3


Every organization, regardless of size, needs well-trained employees. Explain the difference between training and education.

Training refers to the acquisition of specific skills or knowledge.

Education is more general and attempts to provide students with general knowledge that can be applied in many different settings.


Explain the difference between explicit and tacit knowledge.

Explicit knowledge refers to knowledge that can be formalized, codified, and communicated. This kind of knowledge is found in manuals, formulas, and task specifications.

Tacit knowledge refers to personal knowledge based on individual experience and is much more difficult to explain to others.


What are the top five most important skills needed by newly hired employees?

1. Professionalism

2. Teamwork

3. Oral communication

4. Ethics and social responsibility

5. Reading comprehension.


What do successful training programs achieve?

• Improve the quality & quantity of productivity.• Reduce the learning time.• Attitudes, loyalty, & cooperation.• HR planning requirements.• Reduce the number & cost of accidents.• Personal development & advancement.• Response to market conditions & changing

consumer demands.


In designing a training program, what strategic training issues should be addressed?

Why should an organization sponsor a training & development program?What types of training & development should be offered?Who will be trained?Who will supply the training & development?How is training evaluated?What incentives will motivate the trainees to learn?


What is the strategic purpose of training and development?

The strategic purpose of training and development is to ensure that the work force has the skills necessary to meet the organization’s goals and objectives.


How is training paid for in most organizations?

A fixed amount is allocated to the training department each year.

Training costs come from the operating budget. The operating departments contract with the

training department to provide training.


Why is it important to do a Return On Investment calculation for training?

Justifies the training function by showing the value of training to the bottom line.

Helps training department assess itself internally and make adjustments.


ADDIE is an acronym for what?

A Assessment

D Design

D Development

I Implementation

E Evaluation


What does an organizational analysis do?

Organizational analysis examines the kinds of problems an organization is experiencing and where they are located.


Tell the story about Pavlov’s Dog, how it relates to the workplace and training.

Classical Conditioning


Explain Social Cognitive theory and how it relates to vicarious learning. Social cognitive theory: behavior is influenced by the

consequences of the behavior. Responses that are rewarded are more likely to occur in the future, while responses that are punished probably will be terminated. Social cognitive theory emphasizes the importance of vicarious learning, symbolic thinking, and self-regulatory processes in understanding human behavior.

Vicarious learning, also called imitative learning, refers to the process of learning by observing others—watching how they behave and seeing the consequences that they experience from their behavior.


What is Andragogy? What are the key principles?Andragogy-Adult Learning Theory

• Learning is experienced-based.• Learning is problem-centered.• Learning is enhanced by active participation.• Learning is collaborative. • Learning requires involvement.


What are the principles of learning and why are they important? Stimulus: meaningful organization of materials Response: practice and repetition Motivation: reinforcement and active participation Feedback: knowledge of results


What are the 6 levels of learning?

1. Knowledge

2. Comprehension

3. Application

4. Analysis

5. Synthesis

6. Evaluation


Explain the behavioral objectives for SMART goals.

S Specific

M Measurable

A Action-oriented

R Realistic

T Timely


What are the advantages and disadvantages of on-site versus off-site training?

Onsite Convenient No travel time Available if needed to

staff Greater transfer of

training Work Distractions

Offsite Able to focus without

distractions Think more broadly Creative Thinking Fresh Approach Problem solving


Which seating arrangements are best suited for which kinds of training programs? Chevron Theater Banquet U Shape

Class Room Circle Classroom


What criteria is used to evaluate training effectiveness? Reactions Learning Behavior Results


Discuss the advantages & disadvantages of each research design. Post-test – only design (case study) Pretest – post-test comparison Pretest – post-test control group design Post-test-only control group design Solomon Four Group design Time series design Separate sample pretest-post-test control group design


Explain Talent Management An integrated series of activities that include recruiting,

selecting, motivating, training, promoting, and retaining people.


What should be in an orientation design program? Working hours, including breaks and lunch hours. Location of facilities, employee’s office, rest rooms, & eating places. Special words & phrases used by the work group, abbreviations. Paydays and how the person will be paid. Health & safety considerations, such as safe operating procedures,

fire escapes, exits, first-aid supplies, location of the nurses station. Information on whom to contact in case of problems or difficulties. Information on parking, bus stops, car pooling. Information about the phone system, such as how to be reached

from outside & how to call outside. Sexual Harassment Prevention Mentors, introductions, follow up, oral and written info


Explain Career Planning. Who is responsible for career planning?

Career development programs help people continue to grow and develop after they begin their employment. Many organizations try to improve the quality of life at work by helping employees

plan their careers. The individual.


Explain the relationship between succession planning and management development programs. Every organization should have a succession

plan that identifies the potential replacements for all key leadership positions and a management development plan to ensure that those who are identified as possible replacements are prepared to assume the new responsibilities.


What is an expatriate? What special training is required? Managers who are assigned to work in a foreign

country, called expatriate managers, face special challenges that go beyond just learning a new language.

Expatriate managers face special challenges.

Problems of adjustment

Cross-cultural training

Culture shock


What is OSHA and what does it have to do with training?Occupational Safety and Health Act

Mandatory safety training


Why should employers do Sexual Harassment Prevention Training? In two cases of sexual harassment the Supreme Court

said that an employer can minimize its liability in a harassment case if it can prove that it took “reasonable steps to prevent harassment.” Faragher v. City of Boca Raton Burlington Industries Inc. v. Ellerth

Good for production Higher profits


Explain the difference between Performance Evaluation and Performance Management Performance management involves all of the

human resource functions ensuring future success for an employee, motivate, promote personal development

Performance evaluation measures past performance and can be used to reward employees or identify training needs.


What should be included in a performance appraisal?

Accountability Dependability Organization Citizenship Results Behaviors Knowledge


What are some of the major critcisms of performance evaluations? Individual threat Threat to supervisors Defining performance Halo/horn effect Leniency-strictness

effect Central-tendency effect

Inter-rater reliability Sequencing effect Zero-sum problem Numbers fetish Recency effect Biases subjective

evaluations


Name as many types of appraisals as you can. Essay Bars Graphic rating

scales MBO

Supervisor

Peer

Client

Self

Team

Subordinate

360-Degree


Explain MBO. MBO is a performance evaluation procedure because

employees are required to develop specific, measurable objectives and the extent to which they achieve these objectives is evaluated and reported. At the same time, however, MBO is also a philosophy of management that emphasizes establishing individual and organizational goals, delegating authority and responsibility, providing feedback and assistance, and evaluating performance. As a philosophy of management, MBO emphasizes a results—oriented style of managing.


How do we ensure defensible evaluations?

Identify objective, job-related criteria

Document performance events

Communicate performance standards

Use reasonable care

Train evaluators


Define Change Management.Define Change Agent.1. Change management is managing change. Change is

inevitable and is more effective when managed rather than just letting whatever happen.

2. A change agent is someone who acts as a catalyst for change within an organization.


Why do most organizational change efforts fail?

Some of the most important reasons why change efforts do not produce meaningful change are:

The change was not tied to the organization’s strategy. The change was seen as a fad or quick fix. The change involved grandiose expectations that were inconsistent with the economic and

political realities. Those leading the change had a short-term perspective and provided inadequate leadership. There was a lack of measurable goals and timetables. Those affected by the change were afraid of the unknown. Those involved in the change lacked the necessary commitment to sustain the change.


Name the 3 types of organizational change and the differences in their degree of complexity. Developmental Traditional Transformation


What are the 6 major targets of organizational change and why is it important to identify the right targets? 1. the individual personality,

2. a dyad,

3. a work group,

4. a family group,

5. the entire organization or its’ divisions, and

6. organizational structure.


Explain Kurt Lewin’s Force Field Analysis and how it applies to learning.


What are some other change theories?

Dalton’s

Education

Reinforcement

Peer Group

Inspiration of One’s Personal Example


What are the 6 basic steps of the Action Research Model?


What is a learning organization and what are it’s competitive advantages?

Seek, share and use new information to improve. Modify their behavior to reflect new knowledge and insights. Examining their current programs and procedures to improve

their production processes and internal procedures. examines causes of the problems to avoid future mistakes. Stakeholder and customer feedback Benchmarking is used to identify the best industry practices. Ability to adapt to new challenges.


What is an OD Intervention?

An OD intervention is a set of structured activities designed to improve some aspect of organizational functioning.


What is an interpersonal intervention and when may it be necessary?Interpersonal interventions are directed primarilytoward individual learning, insight, and skillbuilding. They are designed to improve theeffectiveness of individuals and to contribute topersonal growth and adjustment.

coaching and counseling sensitivity training process consultation


What is a group intervention and when may it be necessary?

Group diagnostic meetings

Team-building meetings

Role analysis technique

Responsibility charting


What is an intergroup intervention and what are some ways to fix it?

Finding a common enemy

Joint activities

Rotating membership

Conflict resolution meetings


What is TQM?

Total Quality Management

The purpose of TQM is to reduce errors to zero and to improve the quality of service.

copyright © by hrcp, l.c. human resource development phr 18% - sphr 19% unit 3

Documents

training department

value of training

training costs

training function

training development

types of training development

strategic purpose of

strategic training issues