Term
| Explain transfer of training and provide one example |
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Definition
Transfer of training occurs when trainees can apply the knowledge and skills learned in the training to their jobs.
If the learning that occurs in one setting does not transfer to the actual job situation, then the training has failed. |
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Term
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Definition
VERBAL – lecture
VISUAL – PowerPoint, video, pictures, diagrams
AUDITORY - listening
KINAESTHETIC – hands on
LOGICAL- learning is easier for you if you use logic
SOCIAL – like to learn new things as part of a group
SOLITARY – like to work alone
COMBINATION |
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Term
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Definition
| increasing the workload but the task are not different, not challenging if you are bored with the job |
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Term
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Definition
| adding new challenges responsibility, authority, or tasks to a positon to motivate/stimulate more interest |
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Term
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Definition
| Learning broken down into small units that can be completed quickly. Example: YouTube videos to teach you how to do a specific task like putting on foundation. |
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Term
| What are the four levels of evaluation |
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Definition
1.Reactions (conduct an AAR)
a.How well did the trainees like the program?
b.Was the information worthwhile? (Value added to the trainee)
c.Was the information presented well in a meaningful way was it interesting? (understandable – not too much, too little)
You can find out by having the trainees complete a simple questionnaire at the end of the training.
2.Learning (Learning New Skills and Competencies)
a.To what extent did the trainees learn and retain the information presented in the training program?
b.How well did the participants learn/retain the information (Test them – T/F, Multiple choice, essay)
c.When participants know in advance they will be tested, they tend to pay more attention, and participate (ask questions).
3.Behavior (behavioral changes) (desk audits, watching the individual)
a.To what extent did the behavior of the trainees change as a result of the program?
b.Did the participant actually change their behavior as a result of the training?
•Better time management
•Improvement in data accuracy (CBR)
c.Changes can be assessed using 2 methods:
•Individuals can assess changes in their own behavior (self-report questionnaire)
•Observation of others. EX. Supervisors, managers, can be assessed by their superiors or subordinates.
4.Results (Measurable results)
a.What final results were achieved from training?
Reduced cost
Reduced turnover
Improved productivity
Greater profitability
Primary reason for presenting most training programs is to improve organizational performance |
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Term
| What makes for a great new hire orientation? |
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Definition
New Employee Orientation: this can have a positive influence on job expectations and job satisfaction and can establish a sense of identity for new employees at every level.
Good orientation training can:
Reduce turnover
Alleviate anxiety
Create positive work values
Rescue start-up costs
Save the time of supervisors and coworkers |
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