Training and Development: Comprehensive Answers for C235 Exam 2024, Exams of Training and Development

Download Training and Development: Comprehensive Answers for C235 Exam 2024 and more Exams Training and Development in PDF only on Docsity! C235 Training And Development Questions And Answers 2024 Latest Updated And Graded A+ 360 Degree Review - PRECISE ANSWER Receiving feedback from all those affected by the work of a particular individual, including customers, suppliers, bosses, subordinates, peers, and others. 4 Cs - PRECISE ANSWER Communication skills, collaboration skills, cognitive skills, and consulting skills. ABC Rule - PRECISE ANSWER A way in which to deliver both positive and negative feedback that is non-accusatory and non-inflammatory ("When you do A, then I feel B, and the organizational consequences are C"). ADDIE Model - PRECISE ANSWER A common framework for training and development where the five steps in the model are Assessment, Design, Development, Implementation, and Evaluation. ASTD Competency Model - PRECISE ANSWER States the competencies needed by trainers and facilitators, including "foundational" competencies, such as interpersonal skills (e.g., communicating effectively), business and management knowledge (e.g., thinking strategically), and personal traits (e.g., adaptability). Action Learning - PRECISE ANSWER An approach to leadership development that integrates classroom learning and on-the-job learning by working on real problems. Adverse Impact - PRECISE ANSWER A substantially different rate of selection in hiring, promotion or other employment decision which works to the disadvantage of members of a race, sex or ethnic group. Affirmative Defense - PRECISE ANSWER Supervisors are taught what sexual harassment is, how to prevent it, and what to do in case an employee claims that he or she has been a victim of sexual harassment. Alternation Rankins - PRECISE ANSWER A ranking approach where a supervisor will identify the top and bottom performers, remove their names from the group of ratees, and repeat this process until all employees are ranked. Action Plan - PRECISE ANSWER A plan developed at the end of training to aid in transfer, overcoming potential obstacles back at work, and avoiding relapse. Asychroneous - PRECISE ANSWER A type of e-learning in which students do not interact at the same time, but whenever they are available. Behavior Model Training - PRECISE ANSWER One well-researched approach to developing leaders in a classroom setting, particularly at the supervisory level. Behavior Shaping - PRECISE ANSWER Refers to the selective reinforcement of successfully approximate performance of a target behavior until the target is achieved. Behavior thinking - PRECISE ANSWER If what a leader is doesn't seem to explain effectiveness, perhaps it is what a leader does. Behavior Objective - PRECISE ANSWER Clearly states what a participant should be able to do at the end of the program. Behavioral Related Anchor Ranking Scales - PRECISE ANSWER A ratings approach where several dimensions of job performance are drawn from a job analysis and "anchored" at each of several points with statements of behavior reflecting the level of performanc Blended Learning - PRECISE ANSWER All information and knowledge sharing that has been done in class traditionally through lecture is "flipped" to an online environment and class time is used instead for discussion, synthesis, and application. Development - PRECISE ANSWER Training that is longer-term in focus, designed to help employees prepare for future jobs. Distributed Practice - PRECISE ANSWER Training that is longer-term in focus, designed to help employees prepare for future jobs. Dual career Ladders - PRECISE ANSWER Career advancement programs that have two tracks a person can follow. One path, or track, is generally based on technical skill and one on management skill. Early Career Stage - PRECISE ANSWER This stage usually occurs during our 20s where we learn the job as well as organizational rules, norms, and culture. This is also the stage where action skills and competencies are developed. Electronic Performance Support System (EPSS) - PRECISE ANSWER Computer access that provides expert advice when an employee faces a problem and also feeds information to the training department about the kinds of challenges employees have difficulty dealing with. Emotion Inteligence - PRECISE ANSWER (EQ) The ability to monitor and regulate one's own emotions, sense the emotional states of others, and behave in ways that are sensitive and effective in a given interpersonal situation. Employment Security - PRECISE ANSWER As contrasted with "job security," here employees' skills will be kept current so that if the present employer finds at some time in the future that it cannot afford to keep the employee on its own payroll, his or her job skills will be readily marketable to other organizations. Evaluation - PRECISE ANSWER Represents the task of evaluating the effectiveness of training programs. It tries to establish what the training program actually accomplished. Evaluation involves the systematic collection of data and information necessary to make effective decisions related to the selection, adoption, value, and modification of training activities. Evaluation Criteria - PRECISE ANSWER Can be summarized by Kirkpatrick's 4-level training evaluation model: reactions, learning, behavior, results. Evaluation Orientation - PRECISE ANSWER On which of the following categories a performance appraisal will be measured: Person (traits), Process (behaviors), Product (results). Expatriation - PRECISE ANSWER Sending Employees overseas Experimental Designs - PRECISE ANSWER Allow the training evaluation to be conducted in such a way as to help rule out alternative explanations for any observed improvements in learning. External Forces for Change - PRECISE ANSWER External Forces for Change: Outside influences that can impact an organization, such as Demographic Changes, Technological Advancements, Customer and Market Changes, Social and Political Pressures. Externships - PRECISE ANSWER Where a promising young employee spends time at another firm. Fair Use - PRECISE ANSWER A provision of the Copyright Act that allows the use of copyrighted works under certain conditions depending on purpose, nature, percent, amount, and effect on market value. Far Transfer - PRECISE ANSWER The trainees' ability to apply learned knowledge and skills to a work environment that may be quite different from the training environment. Feedback - PRECISE ANSWER The vital link that permits knowledge of results and informs trainees to whether or not they're on the right track. Fidelity - PRECISE ANSWER The extent to which the training environment mimics the work environment, and, as such, represents a reasonable goal for all training settings. Forced Distribution - PRECISE ANSWER A ranking approach where the rater is forced to divide candidates into predetermined categories (e.g., top 10% will receive excellent, bottom 20% will receive unsatisfactory). Generativity - PRECISE ANSWER Developing something of value for other people, something lasting. Gestalt Learning - PRECISE ANSWER Adult learners should understand the big picture, then they can be introduced one at a time to the smaller pieces that fit together. Glass Ceiling - PRECISE ANSWER Barriers that have blocked women and minorities from advancing in corporate hierarchies. Globalization - PRECISE ANSWER The process of interaction and integration among the people, companies, and governments of different nations, a process driven by international trade and investment and aided by information technology. HR Competency - PRECISE ANSWER As defined in the Utah State University competency model, it is a configuration of knowledge, skills, and traits that leads to effective performance in human resource management. High Performance Work Practices - PRECISE ANSWER A set of complimentary work practices associated with organizational success and focused on three broad areas: high employee involvement, skill development, and rewards. Hudson's Renewal Cycle - PRECISE ANSWER A cycle of adult development involving 4 phases: go for it (1), stuck in the doldrums (2), cocooning (3), and getting ready for the next chapter (4). When stage 2 is hit there has to be a decision for a mini-transition or a life transition. A major life change leads to phase 3, a mini-transition back to phase 1. Human Capital - PRECISE ANSWER The knowledge, competency, and motivation that resides in the human resources of an organization. HR Management - PRECISE ANSWER The entire set of activities used by an organization to align its human capital with organizational objectives and strategies. Ice Cube Model of Change - PRECISE ANSWER Developed by Kurt Lewin, this model suggests that no change happens without some Mid-life Crisis - PRECISE ANSWER Where people in their forties or early fifties begin to feel stuck in their present positions—both at work and at home—and begin questioning if they are on the right track. Mini-Transisition - PRECISE ANSWER A transition where there is no major shift in occupation choice or life approach, but rather minor variations to both. Near Transfer - PRECISE ANSWER A trainee's ability to apply the learnings from training in contexts that are identical or quite similar to that of the training environment. Needs Assesment - PRECISE ANSWER A step in the training process that is designed to ensure that any training program is meeting a real need in the organization. Negative Transfer - PRECISE ANSWER A trainee's ability to apply the learnings from training in contexts that are identical or quite similar to that of the training environment. Occupational Preparation - PRECISE ANSWER Includes assessing alternative occupations, developing occupational choices, pursuing education and training, and developing your occupational self-image. Offshoring - PRECISE ANSWER Moving manufacturing operations outside the boundaries of the home country of a global company. On-Boarding - PRECISE ANSWER A type of training in which employees acquire the necessary knowledge, skills and behaviors, to become effective organizational members; an extended version of orientation. On-the-job Training - PRECISE ANSWER Here the supervisor—or sometimes peers—consciously tutor the trainee in key skills, knowledge, and information that are necessary to do a particular job successfully. Open Systems - PRECISE ANSWER A system, such as an organization, where its elements must constantly interact with, and adjust to, their environments in order to survive. Open systems, by definition involve inputs, throughputs, and outputs. Organizational Analysis - PRECISE ANSWER An investigation of system- wide components of an organization that may affect the design, conduct, and effectiveness of training beyond those considerations that apply at the task and individual level. Organizational Development - PRECISE ANSWER Learning at the group and/or organization level. OD typically follows a four-step problem solving process including diagnosis, intervention, evaluation, and feedback. Organizational Culture - PRECISE ANSWER The behavior of humans within an organization and the meaning that people attach to those behaviors. Orientation - PRECISE ANSWER The single most common type of training program. Typically the first training program a new employee encounters, designed to clarify expectations, policies, the business model, organizational culture, etc. Outdoor Management Training - PRECISE ANSWER Training programs which consist of a series of perceived high-risk activities—such as rock climbing or river running—that force participants to take another look at themselves, their propensity to take risks, and their individual approaches to dealing with problems and with stress. Overlearning - PRECISE ANSWER Practicing tasks until they become second nature Paired Comparison - PRECISE ANSWER A ranking approach where every subordinate is compared to every other subordinate on each dimension of performance. People Oriented Behaviors - PRECISE ANSWER Are those behaviors aimed at helping employees meet social and esteem needs, giving encouragement and reinforcement, asking for employee input, and listening to their concerns. Performance - PRECISE ANSWER The behavior or results of behavior exhibited by an individual that have been measured and evaluated by the organization. Performance Appraisals - PRECISE ANSWER The overall assessment of performance for a period of time designed to help determine pay and employment conditions. Performance Goals - PRECISE ANSWER A statement of results to be achieved by a single employee or group within a certain time frame; typically applied in non-repetitive situations. Performance Management - PRECISE ANSWER A cycle of activity that involves defining goals for employees, observing performance and providing feedback, and then conducting a formal performance review. Performance Standards - PRECISE ANSWER A performance expectation that must be met over and over; usually associated with jobs involving routine, repetitive tasks. Person Analysis - PRECISE ANSWER Assessment of certain characteristics of the person which will be useful in the design of subsequent training. Pilot Program - PRECISE ANSWER First attempt of any training program where facilitators and training managers can evaluate the sequencing of content, assess the effectiveness of the chosen learning activities, assess the time allotted, determine if the physical space and layout are appropriate, and test out various assumptions about program design, development, and implementation and make changes as necessary. Positive Leadership Theory - PRECISE ANSWER Theory that focuses on the positive aspects of work climate such as compassion, meaningfulness, and support. Positive Transfer - PRECISE ANSWER Learning in training results in better performance back on the job. Post-arrival Training - PRECISE ANSWER In-country training that may include on-going language instruction as well as additional sensitivity training in cultural differences. Pre-experimental Design - PRECISE ANSWER An experimental design that offers the least control when it comes to drawing conclusions about Self-serving Bias - PRECISE ANSWER The likelihood of a trainee to overstate the degree to which he or she has transferred the learning back to the job. Simulations - PRECISE ANSWER Allow trainees to learn by doing in realistic circumstances, but without the penalties of making mistakes on the job. Situational Theory - PRECISE ANSWER The theory that the "secret sauce" to leadership lays in the interaction between the leader's behavior and the situation he or she faced. Smiles Sheets - PRECISE ANSWER An internal measure used to gather participant reactions and feelings relative to training content and context - "Individualized". Stages of HR Competency - PRECISE ANSWER Acquiring, Applying, Mastering, Influencing. Straight Ranking - PRECISE ANSWER A ranking approach that involves the ranking of ratees against others in the same department or job classification. Strategic Training - PRECISE ANSWER The idea that all training should be aimed at building organizational capabilities that foster sustained competitive advantage. Subject Matter Experts - PRECISE ANSWER Employees at any level in the organization who are experts on the nature of the tasks that need to be performed more effectively. Succession Planning - PRECISE ANSWER Long term planning for replacement of key people in key jobs. Survey Feedback - PRECISE ANSWER A means of organizational diagnosis where items, such as questionnaires, are distributed to collect employee (or customer) feedback to gauge certain aspects of an organization that require change. synchronous - PRECISE ANSWER A type of e-learning wherein the participants gather in real time to interact with the facilitator, the course content, and the other participants. Systems - PRECISE ANSWER A set of elements standing in interrelationship to themselves and to their environment. Task Analysis - PRECISE ANSWER A detailed statement of the conditions under which a task is performed, as well as the duties, responsibilities, and activities associated with the task. Task-oriented Behaviors - PRECISE ANSWER Include things like focusing on employee performance, clarifying rules and processes, determining employee roles and goals, removing roadblocks to performance, and working across department boundaries to make it easier to get work done. Team Building - PRECISE ANSWER A five-dimensional model of leadership behavior that is based on a large survey. The five-dimensions of the model include challenge the process, inspire a shared vision, enable others to act, model the way, and encourage the heart. Theory of Identical Elements - PRECISE ANSWER Proposes that transfer occurs best when what is being learned in training is identical to what the trainee must perform on the job. time Series - PRECISE ANSWER A quasi-experimental design which has no control group. There is multiple measures taken before and multiple measures taken after over time. Total Quality Management - PRECISE ANSWER A comprehensive and structured approach to organizational management that seeks to improve the quality of products and services through ongoing refinements in response to continuous feedback. Trait Theories - PRECISE ANSWER Assumption that leaders are born and not made. Trait-rating - PRECISE ANSWER A ratings approach where several dimensions of job performance are analyzed and "anchored" only with numbers or adjectives (e.g., "above average" or "needs improvement"). Transactional Leaderships - PRECISE ANSWER Behavior and contingency theories that focus on the details of the interaction between leader and followers. Transfer - PRECISE ANSWER the extent to which training is used on the job Transformational Leadership - PRECISE ANSWER Leadership where top managers may never even meet many of the followers. Two-Way Mentoring Programs - PRECISE ANSWER Baby boomers mentor Gen Xers or Millennials on how to get ahead in the organization, while the younger generations mentor the baby boomers on the use of new technology. Typical Stages - PRECISE ANSWER The typical stages in career development are occupational preparation, organizational entry, early career establishment and achievement, mid-career, and late career. Vestibule Training - PRECISE ANSWER Sometimes referred to as "near- the-job training," is almost identical to on-the-job approaches except that it takes place in a setting that is not identical to the work place. Visualization - PRECISE ANSWER Also called "imaging" and "envisioning," this approach helps trainees experience something they want to happen by seeing it happen first in their minds and experiencing the associated feelings. WIIFM - PRECISE ANSWER "What's in it for me?" This is where a solid rationale for the training and a direct connection between the desired learning outcomes and the strategic success of the business are very important. Zenger Folkman Theory - PRECISE ANSWER Theory that leaders don't get better by working to improve their weaknesses, but rather by further developing their strengths. Zero Transfer - PRECISE ANSWER No lasting effects of training