Scribd
Upload
4 views

Study Guide Training and Development Exam1

Study_Guide_Training_and_Development_Exam1

Uploaded by

cpp
Copyright
© © All Rights Reserved
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
4 views

Study Guide Training and Development Exam1

Study_Guide_Training_and_Development_Exam1

Uploaded by

cpp
Copyright
© © All Rights Reserved
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
You are on page 1/ 3

Study Guide: Exam 1 - Training and

Development
Chapter 1: Introduction to Human Resource Development (HRD)

1. Definition: HRD is a set of systematic and planned activities designed by an organization


to provide its members with
the opportunities to learn necessary skills to meet current and future job demands.
2. HRD Progression:
- Apprentice Training Programs
- Vocational Education Programs
- Factory Schools
3. HRD Functions:
- Training and Development (T&D)
- Organizational Development (OD)
- Career Development
4. T&D Activities:
- Orientation, Skills and Technical Training, Coaching, Counseling
5. Strategic T&D: Linking T&D strategy with corporate strategies to support long-term
goals.

Chapter 2: Goals of Training and Development

1. Goal: Assist employees and organizations in attaining their goals; ultimate objective is to
improve organizational performance.
2. Key Areas of Focus:
- Task performance
- Organizational Citizenship Behaviors (OCBs)
3. Motivation Theories:
- Maslow's Hierarchy of Needs (Five levels)
- Alderfer’s ERG Theory
- Expectancy Theory (expectancy, instrumentality, valence)
- Goal Setting Theory
- Social Learning Theory (self-efficacy, behavior modeling)
- Equity Theory and Reinforcement Theory
Chapter 3: Learning

1. Learning Principles:
- Association: Linking two cognitions together
- Retention: Meaningfulness of material, degree of original learning, and interference.
2. Maximizing Learning:
- Trainee characteristics (motivation, ability)
- Conditions of practice (active, massed vs spaced, whole vs part, overlearning, feedback)
3. Transfer of Training:
- Near vs. far transfer
- Supervisory and organizational support for transfer
4. Differences in Learning Styles:
- Kolb’s Learning Styles: Divergent, Assimilation, Convergent, Accommodative
- Perceptual Preferences: Print, visual, aural, interactive, kinesthetic, tactile, olfactory.

Chapter 4: Needs Assessment

1. Needs Assessment:
- Identifies gaps between current and desired performance.
- Key types: Diagnostic, Analytic, Compliance.
2. Levels of Needs Analysis:
- Strategic/Organizational (Org. goals, climate, resources)
- Task Analysis (Job analysis)
- Person Analysis (Summary vs Diagnostic Person Analysis)
3. Common Data Sources:
- Performance Appraisals, Observation, Interviews, Tests

Chapter 5: Designing Effective Training & Development Programs

1. Key Activities in the Design Phase:


- Setting objectives
- Selecting the trainer or vendor (make vs. buy decision)
- Developing a lesson plan (Content, methods, scheduling)
2. Objectives:
- Performance, conditions, and criteria should be clearly defined.
3. Vendor Selection Factors:
- Expertise, timeliness, number of trainees, subject matter, cost.
4. Preparing Materials:
- Program announcements, outlines, manuals, textbooks.

You might also like