CMHR A+ FINAL EXAM. INSIGHTFUL QUESTIONS AND
ANSWERS.
Instructional Systems Design (ISD) Model of Training incorporates three parts,
what are they?
Needs analysis, training design and delivery, training evaluation
Needs Analysis
Initial stage of the training development process and is intended to identify employee
and organizational deficiencies that training can address.
There are 3 types of needs analysis, what are they?
Organizational analysis, job/task analysis, person analysis
Organizational Analysis
An analysis of the entire organization, designed to examine resources, strategies, and
the environment in order to assess the organization's support for training.
- This can identify health and safety areas that need knowledge and skill improvement
and that may be the targets for a training program
Job/Task Analysis
An analysis of the jobs and specific job tasks that need training. The starting point
involves identifying the jobs to be targeted for training.
Person Analysis
An analysis of the individual employees and their behaviour in order to identify gaps in
their performance.
Training Design and Delivery
This stage examines the objectives for training and focuses on other important training
decisions such as whether the program will be designed or purchased, the appropriate
content for the training, the recipients of training, and the location of training, among
other aspects.
Training Objectives
Statements regarding the knowledge, skills, and behavioural changes that trainees
should acquire in the training program.
3 Types of Training Delivery Methods
on-the-job training, off-the-job training, technology-based training
,On-The-Job Training Examples
job instruction, performance aids, job rotation, coaching, mentoring
Off-The-Job Training Examples
lectures, discussions, audio visuals, case incidents, simulations, behaviour modelling
Technology-Based Training Examples
video modules, web-based modules, teleconferences
Training Evaluation
Extent to which the training program has added value to the
organization and the individual employees. Useful for identifying strengths and
weaknesses in the training program and thus guide further curriculum development
Kirkpatrick's hierarchical model suggests that there are four important measures
that provide insight into the effectiveness of a training program
1. Did the trainees have positive reactions to the training?
2. Did the trainees learn the material covered in the training?
3. Did the trainees apply what they learned in training and realize a change in their work
behaviour?
4. Did the organization see positive organizational results following training?
Measurement options for training evaluations include
- Surveys and interviews.
- Trainees' mastery of the information presented via task simulation.
- On-the-job behaviour using self-report inventories in which trainees rate their own
behaviour or supervisors complete a report on trainees' actions when performing the
task in question.
- Observe employees' on-the-job performance.
Other information that should be looked into during an organizational evaluation
is
- number of lost-time injuries
- absenteeism rates
- workers compensation claims and costs.
Common Safety Training Initiatives
, - Safety orientation
- WHMIS training
- First-aid training
Safety Orientation
a program that ensures employees are provided with a base level of health and safety
training.
General safety orientation may include
Fire and emergency response
Accident prevention and reporting policies
Workplace hazards recognition
WHMIS training
Housekeeping
General health and safety awareness
WHMIS Training
Workplace Hazardous Materials Information System (WHMIS) is the standard for the
communication of information about hazardous materials.
First-Aid Training
Provincial health and safety legislation determines first-aid requirements based on the
numbers of workers per shift.
Behaviourist Perspective
The behaviourist approach characterizes learning in terms of observable stimuli and
responses, without reference to any activity that occurs inside the individual.
Behaviourists state that learning results when a person associates particular behaviours
with certain immediate consequences or rewards
The behaviourist approach suggests that health and safety training should target
specific actions.
Social Learning
Cognitive approach to learning
ANSWERS.
Instructional Systems Design (ISD) Model of Training incorporates three parts,
what are they?
Needs analysis, training design and delivery, training evaluation
Needs Analysis
Initial stage of the training development process and is intended to identify employee
and organizational deficiencies that training can address.
There are 3 types of needs analysis, what are they?
Organizational analysis, job/task analysis, person analysis
Organizational Analysis
An analysis of the entire organization, designed to examine resources, strategies, and
the environment in order to assess the organization's support for training.
- This can identify health and safety areas that need knowledge and skill improvement
and that may be the targets for a training program
Job/Task Analysis
An analysis of the jobs and specific job tasks that need training. The starting point
involves identifying the jobs to be targeted for training.
Person Analysis
An analysis of the individual employees and their behaviour in order to identify gaps in
their performance.
Training Design and Delivery
This stage examines the objectives for training and focuses on other important training
decisions such as whether the program will be designed or purchased, the appropriate
content for the training, the recipients of training, and the location of training, among
other aspects.
Training Objectives
Statements regarding the knowledge, skills, and behavioural changes that trainees
should acquire in the training program.
3 Types of Training Delivery Methods
on-the-job training, off-the-job training, technology-based training
,On-The-Job Training Examples
job instruction, performance aids, job rotation, coaching, mentoring
Off-The-Job Training Examples
lectures, discussions, audio visuals, case incidents, simulations, behaviour modelling
Technology-Based Training Examples
video modules, web-based modules, teleconferences
Training Evaluation
Extent to which the training program has added value to the
organization and the individual employees. Useful for identifying strengths and
weaknesses in the training program and thus guide further curriculum development
Kirkpatrick's hierarchical model suggests that there are four important measures
that provide insight into the effectiveness of a training program
1. Did the trainees have positive reactions to the training?
2. Did the trainees learn the material covered in the training?
3. Did the trainees apply what they learned in training and realize a change in their work
behaviour?
4. Did the organization see positive organizational results following training?
Measurement options for training evaluations include
- Surveys and interviews.
- Trainees' mastery of the information presented via task simulation.
- On-the-job behaviour using self-report inventories in which trainees rate their own
behaviour or supervisors complete a report on trainees' actions when performing the
task in question.
- Observe employees' on-the-job performance.
Other information that should be looked into during an organizational evaluation
is
- number of lost-time injuries
- absenteeism rates
- workers compensation claims and costs.
Common Safety Training Initiatives
, - Safety orientation
- WHMIS training
- First-aid training
Safety Orientation
a program that ensures employees are provided with a base level of health and safety
training.
General safety orientation may include
Fire and emergency response
Accident prevention and reporting policies
Workplace hazards recognition
WHMIS training
Housekeeping
General health and safety awareness
WHMIS Training
Workplace Hazardous Materials Information System (WHMIS) is the standard for the
communication of information about hazardous materials.
First-Aid Training
Provincial health and safety legislation determines first-aid requirements based on the
numbers of workers per shift.
Behaviourist Perspective
The behaviourist approach characterizes learning in terms of observable stimuli and
responses, without reference to any activity that occurs inside the individual.
Behaviourists state that learning results when a person associates particular behaviours
with certain immediate consequences or rewards
The behaviourist approach suggests that health and safety training should target
specific actions.
Social Learning
Cognitive approach to learning
