Karteikarten
HRM: Chapter 7
Karten in diesem Stapel (38)
- 1trainingAn organization's planned efforts to help employees acquire job-related knowledge, skills, abilities, and behaviors with the goal of applying these on the job
- 2instructional designA process of systematically developing training to meet specified needs
- 3learning management system (LMS)A computer application that automates the administration, development, and delivery of training programs
- 4needs assessmentThe process of evaluating the organization, individual employees, and employees' tasks to determine what kinds of training, if any, are necessary
- 5organization analysisA process for determining the appropriateness of training by evaluating the characteristics of the organization
- 6person analysisA process for determining individual' needs and eadiness for training
- 7task analysisThe process of identifying and analyzing tasks to be trained for
- 8readiness for trainingA combination of employee characteristics and positive work environment that permit training
- 9e-learningReceiving training via the Internet or the organization's intranet
- 10electronic performance support systems (EPSSs)Computer application that provides access to skills training, information, and expert advice as needed
- 11On-the-job training (OJT)Training methods in which a person with job experience and skill guides trainees in practicing job sskills at the workplace
- 12apprenticeahipA work-study training method that teaches job skills through a combination of on-the-job training and classroom training
- 13internshipOn-the-job learning sponsored by an educational institution as a component of an academic program
- 14simulationA training method that represents a real-life situation, with trainees making decisions resulting in outcomes that mirror what would happen on the job
- 15avatarsComputer depictions of trainees, which the trainees manipulate in an online role-play
- 16virtual realityA computer-based technology that provides an interactive 3--D learning experience
- 17experiential programsTraining programs in which participants learn concepts and apply them by simulating behaviors involved and analyzing the activity, connecting it with real-life situations
- 18adventure learningA teamwork and leadership training program based on the use of challenging structured outdoor activities
- 19cross-trainingTeam training in which team members understand and practice each others' skills so that they are prepared to step in and take another member's place
- 20coordination trainingTeam training that teaches the team how to share information and make decisions to obtain the best team performance
- 21team leader trainingTraining in the skills necessary for effectively leading the organization's teams
- 22action learningTraining in which teams get an actual problem, work on solving it, and commit to an action plan, and are accountable for carrying it out
- 23readabilityThe difficulty level of written materials
- 24transfer of trainingOn-the-job use of knowledge, skills, and behaviors learned in training
- 25communities of practiceGroups of employees who work together, learn from each other, and develop a common understanding of how to get work accomplished
- 26orientationTraining designed to prepare employees to perform their jobs effectively, learn about their organization, an establish work relationships
- 27diversity trsiningTraining designed to change employee attitudes about diversity and/or develop skills needed to work with a diverse workforce
- 28situational constraintsThe limits of training's effectiveness that arise from the situation or the condition within the organization
- 29social supportThe ways the organization's people encourage training, including giving trainees praise and encouraging words, sharing information about participating in training programs and expressing positive attitudes toward the organization's training programs
- 30request for proposal (RFP)A document outlining the type of service needed, the type and number if references needed, the number of employees to be trained, the date by which the training is to be completed, and the date by which the proposals should be received
- 31training administrationActivities before, during, and after training sessions
- 32distance learningTrainees at different locations attend programs online, using their computers to view lectures, participate in discussions, and share documents
- 33case studyA detailed description of a situation that trainees study and discuss
- 34behavior modelingInvolves training sessions in which participants observe other people demonstrating the desired, then have opportunities to practice the behavior themselves
- 35outcomesWhat (if anything) has changed as a result of the training
- 36return on investmentThe monetary benefits of the amount of the investment compared to the amount invested
- 37cultural immersionSending employees directly into communities where they have to interact with persons from different cultures, races, and nationalities
- 38business gameTrainees gather and analyze information and make decisions that influence the outcome
Informationen
- Beschreibung
- Human Resource Management Karteikarten am HRM: Chapter 7, erstellt von Remington Miller am 12/10/2016.
- Erstellt von
- Remington Miller
- Aufrufe
- 2
- Bewertung