ADM 2337 HUMAN
RESOURCE MANAGEMENT FINAL
EXAM NOTES LATEST UPDATED
RATED A UNIVERSITY OF OTTAWA.
, Chapter 7: Training and Development
Training: Tends to be narrowly focused and oriented towards short term performance
concerns.
Development: Effort that is oriented more towards broadening an individual’s skills for
future responsibilities.
Four phases: Needs assessment, design, implementation, and evaluation.
Phase One: Conducting a needs assessment
It involves three parts: An organization analysis, task analysis, and person analysis.
Organization analysis Examination of the environment,
strategies, and resources of the
organization to determine where training
emphasis should be placed.
Task analysis The 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.
Competency assessment Analysis of the set of skills and
knowledge needed for decision orientated
and knowledge intensive jobs.
Phase Two: Conducting the Training Program
It has four objectives: (1) The training’s instructional objectives, (2) readiness of trainees
and their motivation, (3) principles of learning, and (4) characteristics of instructions.
Instructional objectives Desired outcome of a training program.
Trainee readiness and motivation Trainee readiness refers to whether or not
the experience and knowledge of trainees
have made them ready to absorb the
training.
Trainee motivation helps employees
understand the training and the payoff or
benefits it can come in the long run.
Incorporating the principles of learning Goal Setting: Want to set goals
Meaningfulness: Easy to learn
Modelling: Demonstrations to tell you how
things are done.
, Individual learning differences: Everyone
learns a bit differently.
Active Practice and Repetition: Practice
their jobs.
Whole versus part learning: Jobs that are
broken down into parts with required
assessments before being moved on with
the next job.
Massed versus distributed learnings:
Distributed learning is when you spread it
into parts while massed is when you learn
everything at once. An example of
distributed learning is when the session is
split into different sessions and whole
means one big session.
Feedback and reinforcement: Behaviour
modification is a technique that operates
on the principle of behaviour that is
rewarded, or positively reinforced, will be
exhibited more frequently in the future,
whereas behaviour that is penalized or
unrewarded will decrease in frequency.
Spot rewards are one time awards for
employees when they do something well.
Characteristics of instructions Be positive and encouraging to
encourage learning/development. Have
characteristics, for example, to be an
independent learner, professors must be
a bit strict.
Phase 3: Implementation of training
On the job training A method by which employees are given
hands on experience with instructions
from their supervisor or other trainers.
Apprenticeship training A system of training in which a worker
entering the skilled trades is even given
thorough instructions and experience both
on and off the job, in the practical and
theoretical aspects of work.
Special assignments Special job assignments involve
assigning trainees, who are often
assigned to different jobs when they enter
RESOURCE MANAGEMENT FINAL
EXAM NOTES LATEST UPDATED
RATED A UNIVERSITY OF OTTAWA.
, Chapter 7: Training and Development
Training: Tends to be narrowly focused and oriented towards short term performance
concerns.
Development: Effort that is oriented more towards broadening an individual’s skills for
future responsibilities.
Four phases: Needs assessment, design, implementation, and evaluation.
Phase One: Conducting a needs assessment
It involves three parts: An organization analysis, task analysis, and person analysis.
Organization analysis Examination of the environment,
strategies, and resources of the
organization to determine where training
emphasis should be placed.
Task analysis The 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.
Competency assessment Analysis of the set of skills and
knowledge needed for decision orientated
and knowledge intensive jobs.
Phase Two: Conducting the Training Program
It has four objectives: (1) The training’s instructional objectives, (2) readiness of trainees
and their motivation, (3) principles of learning, and (4) characteristics of instructions.
Instructional objectives Desired outcome of a training program.
Trainee readiness and motivation Trainee readiness refers to whether or not
the experience and knowledge of trainees
have made them ready to absorb the
training.
Trainee motivation helps employees
understand the training and the payoff or
benefits it can come in the long run.
Incorporating the principles of learning Goal Setting: Want to set goals
Meaningfulness: Easy to learn
Modelling: Demonstrations to tell you how
things are done.
, Individual learning differences: Everyone
learns a bit differently.
Active Practice and Repetition: Practice
their jobs.
Whole versus part learning: Jobs that are
broken down into parts with required
assessments before being moved on with
the next job.
Massed versus distributed learnings:
Distributed learning is when you spread it
into parts while massed is when you learn
everything at once. An example of
distributed learning is when the session is
split into different sessions and whole
means one big session.
Feedback and reinforcement: Behaviour
modification is a technique that operates
on the principle of behaviour that is
rewarded, or positively reinforced, will be
exhibited more frequently in the future,
whereas behaviour that is penalized or
unrewarded will decrease in frequency.
Spot rewards are one time awards for
employees when they do something well.
Characteristics of instructions Be positive and encouraging to
encourage learning/development. Have
characteristics, for example, to be an
independent learner, professors must be
a bit strict.
Phase 3: Implementation of training
On the job training A method by which employees are given
hands on experience with instructions
from their supervisor or other trainers.
Apprenticeship training A system of training in which a worker
entering the skilled trades is even given
thorough instructions and experience both
on and off the job, in the practical and
theoretical aspects of work.
Special assignments Special job assignments involve
assigning trainees, who are often
assigned to different jobs when they enter
