aPHR Flashcards (Course 2: Learning & Development

Orientation

A process for new employees to learn about the policies, procedures, benefits, and expectation of their new employers

Career Lifecycle

Stages that an individual goes through in their career, from the beginning of their working life until their retirement

What are the stages of the career lifecycle?

• Exploration

• Establishment

• Maintenance

• Disengagement

Career Development

The lifelong process by which a person manages career choices and tries to fulfill their professional potential

What are the 6 phases of career development?

• Assessment

• Investigation

• Preparation

• Commitment

• Retention

• Transition

Training

Activities intended to expand the knowledge or skills of an employee

What are some methods of training an employee?

• Lectures

• Tutorials

• Workshops

• Seminars

Development

Activities aimed at improving the skills of an employee so that they will be able to perform better in the future

What are some methods with development?

• Mentoring

• Discussion

• Role-playing

What is the learning and development process?

1. Training needs analysis

2. Objectives

3. Selection

4. Implementation

5. Evaluation

Succession Planning

Identifying employees who have the potential to occupy managerial roles

Dual Career Ladders

Introduces a second promotion “track”, other than the traditional managerial-promotion track

Instructional Design

The process of creating effective and engaging learning experiences, such as courses, training programs, educational materials, and assessments

What is the “ADDIE” learning model?

• Analysis

• Design

• Development

• Implementation

• Evaluation

KSA Learning Model

A framework used to define the knowledge, skills, and abilities that an employee needs to be successful in a particular job

What are the 6 stages of Bloom’s Taxonomy?

• Create

• Evaluate

• Analyze

• Apply

• Understand

• Remember

What are the levels of the Kirkpatrick Model for Training Evaluation?

• Reaction

• Learning

• Behavior

• Results

Job instruction training

A type of training where the learner observes a task before demonstrating their own skills

When should you use job instruction training?

• Introducing a new task or process

• Improving efficiency

• Addressing skill gaps

• Training large groups of employees

• Training in a fast-paced environment

Apprenticeship

Matches new employees with experienced ones who teach them practical and theoretical skills, typically in a one-to-one fashion, usually in a highly skilled occupation

Job rotation

Moves an employee around the organization to perform different duties

What are the 3 learning styles?

• Visual

• Auditory

• Tactile

What are the 4 learning structures?

• Parallel

• Simulated

• Cooperative

• Blended

What are the formal training evaluations?

• Experimental design

• Kirkpatrick Model

• Pilots

• After-Action Review

Experimental Design

A method for testing the effectiveness of a training program. Primary method used to identify cause and effect relationships. Through experiments, researchers aim to determine the relationship between variables

Kirkpatrick Model

How employees initially react to the training, how students learn the new material, assessing job performance, and looking at feedback from the training

Pilots

Small group of workers and management taking training programs themselves to see how it works and how effectively it traces the needed skills. They evaluate training programs and recommend changes that need to be made before the program is implemented

After-Action Review

A versatile procedure the summarizes the findings of a training program and provides recommendations for future improvements

What are some common metrics for training?

• Return on investment

• Cost per employee

• Learner engagement

• Training experience satisfaction

• Data and scores from courses

What are the steps to completing a training cost-benefit analysis?

1. Identify costs

2. Identify benefits

3. Quantify costs and benefits

4. Calculate net benefits

5. Consider other factors

6. Make a decision

What are the steps to designing the training experience?

1. Conduct training need analysis

2. Create a SMART goal

3. Identify how to measure success

4. Select a training delivery method

5. Design post-tracking evaluation