The way knowledge is organized
Training
·
The process through
which the knowledge and skills of employees are enhanced for an immediate job
or role
Development
·
The process through
which the knowledge and skills of employees are enhanced but for which there is
no immediate use
Informal learning
·
The knowledge that is
acquired and used to better our lives simply buy paying attention to our
environment and adapting to it.
Formal Learning
·
learning through
formalized organization-based training.
Learning
·
The process by which change
in knowledge or skills is acquired through education or experience
- process of encoding, retaining, and using information
3 Phased of learning
·
Declarative knowledge
2) Knowledge Compilation
3) Procedural Knowledge
Declarative Knowledge
·
A body of knowledge
about facts and things.
- Involves memorizing and reasoning processes that allow the individual to
attain basic understating of a task
Knowledge Compilation
·
The body of knowledge
acquired as a reasult of learning
- Individuals integrate the sequences of cognitive and motor processes required
to perform the task
Procedural Knowledge
·
A body of knowledge
about how to use information to address issues and solve problems
- how to perform various cognitive activities with little attention given
3 features of an
expert at a task
- procedualization
- mental models
- meta-cognition
Procedualization
(automatically)
·
Refers to a set of
conditional rules in performing tasks.
Mental Models
·
The way knowledge is
organized
- experts have more complex knowledge structures, resulting in faster solution
times.
Automatically
·
Refers to the state of
rapid performance that requires little cognitive effort
Meta-Cognition
·
Is an individual's
knowledge of and control over his or her cognitions.
- experts have a greater understanding of the demands of a task and their own
capabilities.
- EX) more likely to change a problem solving solution if not working.
Training Needs
Assessments
·
A systematic process
of identifying and specifying training requirements. consists of
organizational, tasks, and person analysis
Organizational
analysis
·
Part of the training
needs assessment in which the organization's strategic objectives ad the
availability of resources and support are identified.
Task analysis
·
Part of the training
needs assessment in which the tasks that require training are identified.
Person analysis
·
Part of the training
needs assessment in which the people who need training are identified
3 key areas of
training needs assessment
·
organizational analysis
2) task analysis
3) person analysis
What are the general
categories for the training methods
- Computer-based training
- Non-computer based-training
- Active Learning Approaches
Computer-Based
Training
·
A method of training
that utilizes computer technology to enhance the acquisition of knowledge and
skills.
Programmed Instruction
Training
- computer based
- the most basic computer based training that provides for self-paced learning
- most common as well.
Intelligent Tutoring
Systems
·
A sophisticated type
of computer-based training that uses artificial intelligence to customize
learning to the individual
Interactive multimedia
training
·
A type of computer
based training that combines visual and auditory information to create a
realistic but non-threatening environment.
Virtual Reality
Training
·
A type of computer
based training that uses three-dimensional computer-generated imagery.
Business Games
·
A method of training
that simulates a business environment with specific objectives to achieve and
rules for trainees to follow.
Role Playing
·
A training method
directed primarily at enhancing interpersonal sills in which training
participants adopt various roles in a group exercise.
Behavior Modeling
·
A method of training
that makes use of imitative learning and reinforcement to modify human behavior
- watching someone do a task to learn how to do it.
Active Learning
Approaches
·
Puts the trainees in
control of their own learning and learning is done inductively - trainees come
to concussions on their own.
Error-Management
Training
·
A system of training
in which employees are encouraged to make errors, and then learn fro their
mistakes.
Self-Regulatory
Training
·
A system of training
in which employees are promoted to monitor and adjust their actions and
reactions during training.
Expatriate Training
·
A person native to one
country who series a period of employment in another country
- training people on cross-cultural issues
Sexual Harrassment
·
Unwelcome sexual
advances, requests for sexual favors, and other verbal or physical conduct of
sexual nature that creates an intimidating, hostile, or offensive work
environment.
Quid Pro Quo
Harassment
·
A legal classification
of harassment in which specified organizational rewards are offered in exchange
for sexual favors
Hostile-Environment
Harassment
·
A legal classification
of sexual harassment in which individuals regard conditions in the workplace
(such as unwanted touching or off-color jokes) as offensive.
Managment Development
Issues
·
the process by which
individuals serving in management or leadership positions enhance their talents
to better perform the job.
Mentoring
·
Typically a more
senior or experienced person who helps to professionally develops a less experienced
person (the protege).
Protege
·
Typically a more
junior and less experienced person who is helped and developed in his or her
career by a more experienced person (the mentor).
4 steps of mentoring
·
Relationship
initiation
2) Cultivation
3) Separation
4) Redefinition
Diversity Training
·
A method of training
directed at improving interpersonal sensitivity and awareness of differences
among employees
Executive Coaching
·
An individualized
development process for business leaders provided by a trained professional
(The Coach)
Transfer of Training
·
The application of
knowledge and skills learned in training back to the job.
Reaction Criteria
·
A standards for
judging the effectiveness of training that refers to the reactions or feelings
of individuals about the training they received.
Learning criteria
·
A standard for judging
the effectiveness of training that refers to the amount of new knowledge and
skills acquired through training.
Behavioral criteria
·
A standard for judging
the effectiveness of training that refers to changes in performance that are
exhibited on the job as a result of training.
Results Criteria
·
A standard for judging
the effectiveness of training that refers to the economic value that accrues to
the organization as a function of the new behaviors exhibited on the job.
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