TRAINING AND DEVELOPMENT 18.
Videoconferencing – a trainer in a central location
1. Employee orientation – provides new employees with teaching groups of employees at remote locations over
the basic background information they need to function cable broadband or internet
2. Wage curve – graphic relationship between the value 19. Job aid – a set of instructions, diagrams, or similar
of the job and the average wage paid for the job methods available at the job site guide the worker
3. Training – giving new or current employees the skills 20. Diversity training – aims to create better cross-
they need to perform their jobs; it is essential to good cultural sensitivity
management 21. Cross training – training employees to do different
4. Inadequate training – can expose employers to tasks or jobs than their own
negligent training liability when failed to provide 22. Management development – any attempt to improve
adequate training for their employees; example, managerial performance by imparting knowledge,
inadequate training in safety may cause harm to an changing attitudes, or increasing skills
employee or customer 23. Action learning – enables management trainees to
5. Strategic needs analysis – identifies the training work full-time analyzing and solving problems in other
employees will need to fill these future jobs departments
6. ADDIE – analysis-design-develop-implement-evaluate 24. Succession planning – focuses on planning and filling
7. Task Analysis – a detailed study of the job to senior-level positions
determine what specific skills the job requires 25. Management games – considered an effective training
8. Work sampling – is a method used for screening job tool because trainees are actively involved, and the
applicants and will not likely be used to identify training activities help trainees focus on planning and solving
needs problems
9. Competency model – consolidates, usually in one 26. Organizational development – a change process
diagram, a precise overview of the competencies through which the employees formulate change that’s
someone would need to do a job well required and implement it
10. Performance analysis – process of verifying that there 27. Action research – collecting data about a group,
is a performance deficiency and determining whether department, organization, and feeding the information
the employer should correct through training or some back to the employees so they can analyze and
other means (like transferring employee) develop hypothesis about what the problems might be
11. FOUR STEPS IN TRAINING PROCESS 28. FOUR BASIC CATEGORIES OF ORGANIZATIONAL
a. Needs analysis – identify the specific knowledge DEVELOPMENT (OD) APPLICATIONS
and skills the job requires, and compare these with a. Human process
the prospective trainees’ knowledge and skills b. Technostructural
b. Instructional design – formulate specific, c. Human resource management
measurable knowledge and performance training d. Strategic applications
objectives 29. HR MANAGEMENT INVOLVES:
c. Implement the program – actual training a. Performance appraisals
d. Evaluation – assess the program’s success b. Rewards systems
12. OJT – on-the-job training; having a person learn a job c. Diversity programs
by actually doing it; a training method that is most d. Goal setting
frequently used by employers; also applies job rotation 30. KURT LEWIN’S MODEL OF CHANGE PROCESS:
13. Apprenticeship – process by which people become a. Unfreezing – reducing the forces that are striving
skilled workers through a combination of formal to maintain the status quo
learning and long-term on-the-job training b. Moving – developing new behaviors, values, and
14. Job instruction training – step-by-step training attitudes
15. Programmed learning – systematic method for c. Refreezing – managers reinforce the new ways of
teaching job skills that involves presenting questions or doing things with changes to the company’s
facts, allowing the person to respond, and giving the systems to prevent it from reverting to its old ways
learner immediate feedback on the accuracy of his/her 31. Controlled experimentation – refers to a formal
answers method for testing the effectiveness of a training
16. Intelligent tutoring systems – computer-based program
training systems that adjust to meet each trainee’s 32. FOUR BASIC CATEGORIES OF MEASURED WHEN
specific learning needs EVALUATING A TRAINING PROGRAM
17. Vestibule training – method in which trainees learn on a. Reaction
the actual or simulated equipment they will use on the b. Learning
job, but are trained away from the job c. Behavior
d. Results
