WGU c235 Training and Development
Latest 2022 Graded A+
Human Capital ✔✔The knowledge, competency, and motivation that resides in the HR of an
organization
Buy or Build Decisions ✔✔The decision orgs face relating to investments in selecting new
employees vs. investments in training and development of current HR
Human Resource Management (HRM) ✔✔The entire set of activities used by an organization to
align its human capitla with organizational objectives and strategies
Orientation ✔✔First training program a new employee encounters, designed to clarify
expectations, policies, and the business model, organization culture, and so forth. Longer versions
of this are known as on-boarding
Resource-based View (RBV) ✔✔A view that envisions organizations as bundles of resources,
such as people, capital, plant, and equipment
Competitive Advantage ✔✔The ability to provide a product or service to a paying customer in a
way that cannot be easily matched by a competitor
Intangible Resources ✔✔As opposed to tangible resources (such as plant and equipment), these
resources are difficult to quantify and to copy. Examples include tacit knowledge of employees,
informal networking systems, intellectual property, and certain organizational capabilities such as
short product development cycle times
Human Capital ✔✔Examples include tacit knowledge, education and experience, work related
know how
, Social Capital ✔✔Examples include corporate culture, management philosophy and practices,
coaching/mentoring relationships, and informal networking systems
Intellectual Capital ✔✔Examples include patents and trade secrets, copyrights, and intellectual
property
Organizational Capability ✔✔Examples include Bringing new products to market quickly, absorb
and integrate other cultures in a merger, identify customer needs and respond directly to them, and
continuously improve production processes to drive down costs
Training ✔✔Learning that is planned by the organization and designed so as to further
organizational objectives
Development ✔✔Training that is longer term in focus, designed to help employees prepare for
future jobs
Learning ✔✔A relatively permanent change in knowledge, skills, attitudes, or social behavior
resulting from practice or experience
Goals of Training ✔✔1) Improve Self-Awareness
2) Enhance knowledge and skill levels in one or more areas of expertise
3) Increase the motivation to do the job well
ADDIE Model ✔✔A common framework for training and development where the five steps in
the model are Assessment, Design, Development, Implementation, and Evaluation
e-learning ✔✔The use of electronic technologies to deliver info and facilitate te development of
skils and knowledge
Latest 2022 Graded A+
Human Capital ✔✔The knowledge, competency, and motivation that resides in the HR of an
organization
Buy or Build Decisions ✔✔The decision orgs face relating to investments in selecting new
employees vs. investments in training and development of current HR
Human Resource Management (HRM) ✔✔The entire set of activities used by an organization to
align its human capitla with organizational objectives and strategies
Orientation ✔✔First training program a new employee encounters, designed to clarify
expectations, policies, and the business model, organization culture, and so forth. Longer versions
of this are known as on-boarding
Resource-based View (RBV) ✔✔A view that envisions organizations as bundles of resources,
such as people, capital, plant, and equipment
Competitive Advantage ✔✔The ability to provide a product or service to a paying customer in a
way that cannot be easily matched by a competitor
Intangible Resources ✔✔As opposed to tangible resources (such as plant and equipment), these
resources are difficult to quantify and to copy. Examples include tacit knowledge of employees,
informal networking systems, intellectual property, and certain organizational capabilities such as
short product development cycle times
Human Capital ✔✔Examples include tacit knowledge, education and experience, work related
know how
, Social Capital ✔✔Examples include corporate culture, management philosophy and practices,
coaching/mentoring relationships, and informal networking systems
Intellectual Capital ✔✔Examples include patents and trade secrets, copyrights, and intellectual
property
Organizational Capability ✔✔Examples include Bringing new products to market quickly, absorb
and integrate other cultures in a merger, identify customer needs and respond directly to them, and
continuously improve production processes to drive down costs
Training ✔✔Learning that is planned by the organization and designed so as to further
organizational objectives
Development ✔✔Training that is longer term in focus, designed to help employees prepare for
future jobs
Learning ✔✔A relatively permanent change in knowledge, skills, attitudes, or social behavior
resulting from practice or experience
Goals of Training ✔✔1) Improve Self-Awareness
2) Enhance knowledge and skill levels in one or more areas of expertise
3) Increase the motivation to do the job well
ADDIE Model ✔✔A common framework for training and development where the five steps in
the model are Assessment, Design, Development, Implementation, and Evaluation
e-learning ✔✔The use of electronic technologies to deliver info and facilitate te development of
skils and knowledge
