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WORKBOOK 8 TRAINING & DEVELOPMENT

Toni-Lee Farrell HR MANAGEMENT English 23 cards

Cards in this deck (23)

  1. 1EDUCATION: 1. FOCUS 2. APPROACH 3. AIMS 4. OUTCOME1. FOCUS ON FUTURE JOB
    2. CHANGE IN KNOWLEDGE
    3. HELP TO QUALIFY IN ADVANCEMENT & INITIATED BY INDIVIDUAL & EMPHASIS ON CAREER PREPARATION
    4. INTERMEDIATE LEARNING INTERVENTION
  2. 2DEFINE EDUCATIONACTIVITY DIRECTED AT PROVIDING KNOWLEDGE, SKILLS MORAL, VALUES & UNDERSTANDING REQUIRED IN COURSE OF LIFE
  3. 3TRAINING: 1. FOCUS 2. APPROACH 3. AIMS 4. OUTCOME1. RELATED TO PRESENT JOBS
    2. PROVIDED BY EMPLOYER
    3. PLANNED LEARNING & SHOT-TERM LEARNING INTERVENTION
    4. CHANGE IN SKILLS
  4. 4DEFINE TRAININGPROCESS WHEREBY PEOPLE ACQUIRE CAPABILITIES TO AID IN ACHIEVEMENT OF ORG GOALS
  5. 5DEVELOPMENT: 1. FOCUS 2. APPROACH 3. AIMS 4. OUTCOME1. LEARNING EXPERIENCES
    2. EMPLOYER TO EMPLOYEE / EMPLOYEE TO CLIENT / E TO E
    3. LONG-TERM LEARNING INTERVENTION & STIMULATE NEW IDEAS & FOCUS ON CREATIVITY/EXPERIENCE
    4. CHANGE IN ATTITUDE / VALUES
  6. 6DEFINE DEVELOPMENTPROVIDING & ENCOURAGING EMPLOYEES TO ACQUIRE NEW / ADVANCED SKILLS / KNOWLEDGE - LEAD TO MORE EFFECTIVE / EFFICIENT / MOTIVATED WORKFORCE
  7. 77 PURPOSES OF T & D1. IMPROVING PERFORMANCE
    2. UPDATING EMPLOYEES' SKILLS
    3. IMPROVING EFFECTIVE PEOPLE MANAGEMENT
    4. ADDRESSING ORG CHALLENGES
    5. ORIENTING NEW EMPLOYEES
    6.PREPARING FOR PROMOTIONS
    7. SATISFYING PERSONAL GROWTH NEEDS
  8. 83 PRIORITIES FOR T & D IN 21ST CENTURY1. QUALITY IMPROVEMENT PROGRAMMES
    2. TECHNOLOGICAL CHANGE-RELATED PROGRAMMES
    3. CUSTOMER SERVICE PROGRAMMES
  9. 94 TYPES OF T & D CATEGORIES (PAGE 356 FIG 10.1)1. REQUIRED & REGULAR
    2. JOB & TECHNICAL
    3. INTERPERSONAL & PROBLEM-SOLVING
    4. DEVELOPMENT & CAREER
  10. 10NAME THE 4 STAGES IN STRATEGIC T & D PLAN1. STRATEGISE
    2. PLAN
    3. ORGANISE
    4. JUSTIFY
  11. 11NAME 3 PHASES IN SYSTEM APPROACH TO T & DPHASE 1 - NEEDS ASSESSMENT
    PHASE 2 - DESIGN & DELIVER T&D
    PHASE 3 - EVALUATION
  12. 12NEEDS ASSESSMENT CONDUCTED AT 3 LEVELS1. ORGANISATIONAL ANALYSIS
    2. OPERATIONS ANALYSIS
    3. INDIVIDUAL ANALYSIS
  13. 136 LEARNING PRINCIPLES WHEN DESIGNING T&D1. MOTIVATION
    2. PARTICIPATION
    3. FEEDBACK
    4. ORGANISATION
    5. REPETITION
    6. APPLICATION
  14. 142 T&D DELIVERY TECHNIQUES & 4 METHODS1. OJT ON-THE-JOB TRAINING
    - JOB ROTATION
    - JOB ENLARGEMENT / ENRICHMENT
    - JOB-INSTRUCTION TRAINING
    COACHING / MENTORING
    2. AWAY-FROM-JOB TRAINING
    - LECTURE
    - CONFERENCE
    - SIMULATION
    - ROLE-PLAYING
    - ASSESSMENT CENTRE
  15. 15NAME 4 LEVELS OF THE T&D EVALUATION PHASE1. REACTION (PARTICIPANTS)
    2. LEARNING
    3. BEHAVIOUR
    4. RESULTS
  16. 16DEFINE MANAGEMENT DEVELOPMENT & 3 SKILLS THAT EACH LEVEL USESMETHODS & ACTIVITIES DESIGNED TO ENHANCE SKILLS OF MANAGERS
    1. TECHNICAL SKILL
    2. CONCEPTUAL SKILL
    3. HUMAN-RELATION SKILL
  17. 17DEFINE MANAGEMENT SUCCESSION CHARTCHART THAT INDICATES SUCCESSORS FOR EACH POSITION IN HIERARCHY & COMBINES PERFORMANCE DATA
  18. 186 CRITERIA FOR SELECTING A NEEDS ASSESSMENT METHOD (FOR MANAGEMENT)1. EMPLOYEE INVOLVEMENT
    2. MANAGEMENT INVOLVEMENT
    3. TIME REQUIRED
    4. COST
    5. INFO MUST BE RELEVANT & QUANTIFIABLE
    6. MANY ORGS DO NOT DO FORMAL ASSESSMENT
  19. 193 CONDITIONS FOR SUCCESSFUL ASSESSMENT1. PERFORMANCE MANAGEMENT & APPRAISAL
    2. LONG-RANGE PLANNING
    3. TOP MANAGEMENT SUPPORT
  20. 204 PROBLEMS WITH MANAGEMENT DEVELOPMENT EFFORTS AS PER MATHIS / JACKSON1. FAILING TO CONDUCT ADEQUATE NEEDS ANALYSIS
    2. USING TRENDY METHODS - NOT APPROPRIATE
    3. SUBSTITUTING TRAINING WITH QUALIFIED INDIVIDUALS
    4. LEARNS NEW METHODS, BUT WORK IS STILL OLD SYSTEMS
  21. 215 SKILLS FOR T&D PROFESSIONAL1. POWER SKILLS
    2. RELATIONSHIP SKILLS
    3. TECHNICAL SKILLS
    4. ENTREPRENEURIAL SKILLS
    5. CONCEPTUAL SKILLS
  22. 224 POINTS TO IMPROVE T&D SYSTEMS1. NATIONAL COMPETENCIES
    2. ORGANISATIONAL COMPETENCIES
    3. OCCUPATIONAL COMPETENCIES
    4. INDIVIDUAL GENERIC COMPETENCIES
  23. 235 FUNCTIONS OF SECTOR EDUCATIONAL AND TRAINING AUTHORITIES SETA1. DEVELOP SECTOR SKILLS PLAN
    2. IMPLEMENT SKILLS PLAN - LEARNERSHIP, APPROVING WSP'S & GRANTS
    3. PROMOTE LEARNERSHIP
    4. REGISTER LEARNERSHIP AGREEMENTS
    5. LIAISE WITH VARIOUS ORGS RELATED TO EDUCATION

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HR MANAGEMENT Flashcards on WORKBOOK 8 TRAINING & DEVELOPMENT, created by Toni-Lee Farrell on 13/08/2019.
Created by
Toni-Lee Farrell · Aug 2019
Updated
Oct 22, 2019
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