a high-ranking manager directly responsible for fostering employee learning and development within the firm
examination of the environment, strategies, and resources of the organization to determine where training emphasis should be placed.
Process of determining what the content of a training program should be on the basis of a study of the tasks and duties involved in the job.
Analysis of the sets of skills and knowledge needed for decision-oriented and knowledge �intensive jobs
Determination of the specific individuals who need training.
Desired outcomes of a training program
Programs that award employees �on the spot� when they do something particularly well during training or on the job
A technique that operates on the principle that behavior that is rewarded, or positively reinforced, will be exhibited more frequently in the future whereas behavior that is penalized or unrewarded will decrease in frequency
On-the job training (OTJ)
A method by which employees are given hands-on experience with instructions from their supervisor or other trainer
System of training in which a worker entering the skilled trades is given thorough instruction and experience, both on and off the job, in the practical and theoretical aspects of work.
A training program that combines practical on-the-job experience with formal educational classes.
Programs jointly sponsored by colleges, universities and other organizations that offer students the opportunity to gain real-life experience while allowing them to find out how they will perform in work organizations.
The use of multiple training methods to achieve optimal learning on the part of trainees.
learning that takes place vial electronic media
training delivered to trainees when and where they need it to do their jobs, usually via computer or the internet.
Learning management system (LMS)
On-line system that provides a variety of assessment, communication, teaching and learning opportunities
An approach that demonstrates desired behavior and gives trainees the chance to practice and role-play those behaviors and receive feedback
Transfer of training
Effective application of principles learned to what is required on the job.
The process of measuring one�s own services and practices against the recognized leaders in order to identify areas for improvement.
Formal process of familiarizing new employees with the organization, their jobs, and their work units.
Process of training employees to do multiple jobs within an organization.
Chief ethics officer
A high-ranking manager directly responsible for fostering the ethical climate within the firm.
Systems Model of Training- 4 phases
1. Needs Assessment
Needs Assessment for Training
1. Organizational analysis
2. Task analysis
3. Person analysis
6 essential Strategies to creating an environment conducive to learning
1. Use positive reinforcement
2. Eliminate threats and punishments
3. Be flexible
4. Have participants set personal goals
5. Design interesting instruction
6. Break down physical and psychological obstacles to learning