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Karteikarten

Human Resource Development

Cari Hawthorne Englisch 74 Karten

Human Resource Development

Karten in diesem Stapel (74)

  1. 1Offline, instructor-led training designed to bring a learner up to production standards before assuming online responsibilitiesVestibule Training
  2. 2Study of the education of childrenPEDAGOGY
  3. 3Study of how adults learnANDRAGOGY
  4. 4Set of systematic and planned activities designed by an organization to provide its members with the necessary skills to meet current and future job demandsHUMAN RESOURCE DEVELOPMENT
  5. 5Development and integration of HR processes that attract, develop, engage, and retain the knowledge, skills, and abilities of employees that will meet current and future business needsTALENT MANAGEMENT
  6. 6This act requires that the use of literary or other original works without permission of the owner is prohibited,COPYRIGHT ACT OF 1976
  7. 7What are the two exceptions to the copyright act of 1976-work for hire
    -employers who hire employees to create works
  8. 8How long does copyrights protect original works?The life of the author plus 70 years
  9. 9How long are works for hire protected?95 years from the first year of publication or 120 years from the year of creation.
  10. 10This allows inventors exclusive rights to the benefits of an invention for a defined period of time.PATENTS
  11. 11These protect new, original, and ornamental designs for 14 years. This protects how things lookDESIGN PATENTS
  12. 12These patents are protected for 20 years and protect how things workUTILITY PATENT
  13. 13This type of patent protects the invention or discovery of asexually reproduced plants for 20 yearsPLANT PATENTS
  14. 14The sharing of values and beliefs and the behavior related to them is called what?ORGANIZATIONAL CULTURE
  15. 15Who developed the change process theory?KURT LEWIN
  16. 16How many stages of changes are there?3
  17. 17This is the first stage in the change process theory. It creates motivation by identifying and communicating the need for change. It creates the sense of urgency for the new outcomeUNFREEZING
  18. 18This is the second stage in the change theory process. This step involves examining and managing resistance to the new changesMOVING
  19. 19This is the 3rd step in the change process theory. In this stage, the change becomes the new norm. In this stage, the outcome is evaluated and adjusted to fit the new changeREFREEZING
  20. 20This type of thinking describes an individuals ability to recognize patterns and project how change will affect them.SYSTEMS THINKING
  21. 21This describes a high level of expertise in a field and the commitment to lifelong learningPERSONAL MASTERY
  22. 22This model refers to the deep seated beliefs that color perceptions can affect how individuals see the world around them and react to it.MENTAL MODELS
  23. 23This refers to the plan for the future that inspires commitment on the part of all individualsBUILDING A SHARED VISION
  24. 24This refers to the ability of a team to share and build on ideas without holding anything backTEAM LEARNING
  25. 25This process focuses on all resources and requires all employees at all levels to focus on providing products that meet customer needsTQM
    Total Quality Management
  26. 26This theory proposed that quality was based on the consumer. It also developed a 14 point plan that placed the burden of quality on managementW.EDWARDS DEMING
  27. 27This proponent of quality proposed that quality begins with defining customer needsJOSEPH JURAN
  28. 28This type of charts provides a graphical representation of the 80/20 rule. 80 percent of problems are caused by 20 percent of causes.PARETO CHART
  29. 29This graph shows the individual components of a problemSTRATIFICATION
  30. 30This shows the relationship between two sets of numbersSCATTER CHART
  31. 31This chart shows elements that are out of the acceptable range by setting parameters above and below the rangePROCESS CONTROL CHART
  32. 32His approach to total quality management focused on strategic planning as a means to providing a high level of qualityCROSBY
  33. 33This measure of quality focuses on measuring defects per millionSIX SIGMA
  34. 34How many steps are in Six Sigma and what is the acronym5
    DMAIC
  35. 35This step is Six Sigma focuses on incorporating improvements to the new processes and training employeesCONTROL
  36. 36This step is Six Sigma creates and implements solutions based on analysisIMPROVE
  37. 37This step is Six Sigma analyzes data to identify gaps between the goal and the actual performanceANAZLYZE
  38. 38This step is Six Sigma collects data defects and other measures is collected and then compared to the original to identify under-performanceMEASURE
  39. 39This step is Six Sigma focuses on defining the customer and issues important to them along with the process and project parametersDEFINE
  40. 40In these types of organizations, employees are involved in creating their own work processes and are empowered to take the actions needed to complete their workHIO's
    High Involvement Orgnaizations
  41. 41This process involves developing strategies to resolve issues and maintain or rebuild effective working relationshipsCONFLICT RESOLUTION
  42. 42This process aligns individuals with organization goals and measures the successful obtainment of those goals along with quality or quantity of performanceMBO
    Management by objectives
  43. 43This refers to how people deal with their feelings, perceive and interact with others.EI
    Emotional Intelligence
  44. 44This is used when an employee shows interest in growth opportunities. Employers may assign new responsibilities or tasks to challenge the employeeJOB ENRICHMENT
    (Remember when you were given those HR tasks)
  45. 45This happens when additional tasks are added to an employee WITHOUT increasing the level of responsibility or skillJOB ENLARGEMENT
  46. 46This type of training is provided to employees with specific information needed to do their jobsSKILLS TRAINING
    (Training on how to use an ATS system when given HR tasks)
  47. 47These types of individuals are provided with extensive training opportunities to prepare them for future roles. They may also be identified as future leadersHIPO's
    High Potential Employees
  48. 48This act occurs when younger people take an interest in helping older workers understand technology or the culture of the younger generationREVERSE MENTORING
  49. 49These folks focus on skills rather than career developmentCOACHES
  50. 50These types of programs are intended to increase the skills for managers who are responsible for achieving results through others.MANAGEMENT DEVELOPMENT PROGRAMS
  51. 51These types of programs seek out employees who show promising potential as leadersLEADERSHIP DEVELOPMENT
  52. 52The design and development of training programs follow what known model?ADDIE MODEL
  53. 53THE "A" in the ADDIE model stands for what?ANALYSIS OR NEEDS ASSESSMENT
  54. 54THE "D" in the ADDIE model stands for what?DESIGN
  55. 55To complete the design process, what must the trainer know?The TASKS required for the job.
    Complete a TASK INVENTORY
  56. 56These learners learn better when they can see it or read itVISUAL LEARNERS
  57. 57These learners retain information when they can hear itAUDITORY LEARNERS
  58. 58These learners learn best when they are able to have hands on experienceKINESTHETIC LEARNERS
  59. 59These statements describe the measurable outcome of the trainingTRAINING OBJECTIVES
  60. 60This curve represents the rate of learning over timeLEARNING CURVE
  61. 61This type of curve shows rapid learning at the beginning and tapers as the learner becomes more familiar. ROUTINE TASKSNEGATIVE LEARNING CURVEThis type of curve shows rapid learning at the beginning and tapers as the learner becomes more familiar. ROUTINE TASKS
  62. 62This type of curve shows a slow start but increases as the learner masters the tasks. COMPLEX TASKSPOSITIVE LEARNING CURVEThis type of curve shows a slow start but increases as the learner masters the tasks. COMPLEX TASKS
  63. 63Combo of neg/pos. Learners must understand how something works before they can become proficientS- SHAPED LEARNING CURVECombo of neg/pos. Learners must understand how something works before they can become proficient
  64. 64This curve happens when an employee performs a task irregularly. Not enough to become proficientPLATEAU LEARNING CURVEThis curve happens when an employee performs a task irregularly. Not enough to become proficient
  65. 65These types of methods are instructor focused and requires little to no active participation from the learnerPASSIVE TRAINING METHODS
  66. 66What type of training methods are the following: LECTURE PRESENTATION CONFERENCEPASSIVE TRAINING METHODS
  67. 67This type of learning experience focuses on the learnerACTIVE TRAINING METHODS
  68. 68This type of training provides real time/life situationsEXPERIMENTAL TRAINING METHODS
  69. 69THE second "D" in the ADDIE model stands for what?DEVELOPMENT
  70. 70THE "I" in the ADDIE model stands for what?IMPLEMENTATION
  71. 71THE "E" in the ADDIE model stands for what?EVALUATION
  72. 72This process describes how well employees perform their jobs during a specific time framePERFORMANCE EVALUATION
  73. 73This type of review, all employees in the organization are reviewed at the same timeFOCAL REVIEW PERIOD
  74. 74—

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Karteikarten am Human Resource Development , erstellt von Cari Hawthorne am 28/09/2015.
Erstellt von
Cari Hawthorne
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