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CHRP Training and Development Guide

The CHRP Study Guide on Training and Development outlines the essential aspects of HR training, focusing on improving employee performance and organizational success. It follows the Instructional Systems Design model, covering topics such as needs analysis, training design, delivery, and evaluation. The guide includes chapter summaries, sample questions, and short answer examples to reinforce learning concepts.

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3 views

CHRP Training and Development Guide

The CHRP Study Guide on Training and Development outlines the essential aspects of HR training, focusing on improving employee performance and organizational success. It follows the Instructional Systems Design model, covering topics such as needs analysis, training design, delivery, and evaluation. The guide includes chapter summaries, sample questions, and short answer examples to reinforce learning concepts.

Uploaded by

georgiapeaches997
Copyright
© © All Rights Reserved
Available Formats
Download as PDF, TXT or read online on Scribd
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CHRP Study Guide: Training and Development

Introduction

Training and development is a core function of human resources that focuses on improving employee

performance, retention, and long-term organizational success. This guide introduces the fundamentals of

training and development, based on HRPA's Challenge Examination materials. The course covers everything

from learning theory to instructional design, training methods, and program evaluation.

Course Structure

The course follows the Instructional Systems Design (ISD) model, including:

- Needs analysis

- Training design and delivery

- Evaluation and transfer of training

Chapter Summaries

Chapter 1: Defines training and development in the context of performance management.

Chapter 2: Covers how adults learn, including learning theories, motivation, and training effectiveness.

Chapter 3: Introduces needs analysis at the organizational, task, and person levels.

Chapter 4: Covers how to design training programs, including objectives and instructional strategies.

Chapters 57: Explore training methods: off-the-job, on-the-job, and technology-based.

Chapter 8: Discusses training delivery elements such as lesson plans and delivery strategies.

Chapter 9: Focuses on ensuring training transfers to the workplace and measuring its impact.

Chapters 1011: Cover training evaluation and return on investment (ROI).

Chapters 1214: Review common types of training programs and explore the future of workplace learning.

Sample Questions and Answers

1. Which stage is NOT part of ACT theory?

Answer: C. Adaptive knowledge

2. Which is NOT a typical needs analysis step?

Answer: C. Andragogy analysis


3. Which is NOT an on-the-job training method?

Answer: D. Simulation and lecture

4. Which transfer concept shows training's org-wide impact?

Answer: B. Vertical transfer

5. Which training targets employee socialization?

Answer: B. Orientation training

6. ROI evaluation falls under which ATD area?

Answer: D. Evaluating learning impact

7. Why aren't programs evaluated beyond Kirkpatrick Level 1?

Answer: A. Most training managers know how to do it

8. Carlos shows what trait while managing moods?

Answer: A. Emotional intelligence

9. Which is TRUE about training objectives?

Answer: B. They should be written before design

10. What defines designing and tracking performance?

Answer: B. Performance management

Short Answer Examples

1. Gagne's Five Learning Outcomes:

- Verbal Information: Facts and principles

- Intellectual Skills: Applying rules or procedures

- Cognitive Strategies: Knowing how and when to apply learning

- Motor Skills: Physical activities requiring muscle use

- Attitudes: Internal beliefs influencing preferences

2. Internal vs. External Training:

- Internal: Customized, aligned with company culture; slower to develop

- External: Faster deployment, often more cost-effective; may lack context


3. Transfer Barriers & Strategies:

- Barriers: No manager support, time, opportunity, or relevance; old habits; poor systems

- Strategies: Align rewards with training, involve supervisors early, reinforce post-training behaviours

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