MGT 340 CH 7-8 Training Employees and Developing Employees for Success

Organizational needs

Effective training programs must teach what they are designed to teach and teach skills that help the organization achieve its goals.

Instructional design

The process through which organizations create effective training programs.

Needs assessment

The first step in instructional design to determine what training is required.

Readiness for training

A combination of employee characteristics and a positive work environment necessary for effective training.

Training objectives

Clear expectations set at the beginning of a training program defining expected performance levels.

Presentation methods

Training methods that involve presenting information to trainees in structured formats, often in a classroom setting.

On-the-job training

Methods such as apprenticeships and internships that provide hands-on experiences to trainees.

Simulation

A training method that replicates real-life situations to help trainees understand the consequences of their decisions.

Transfer of training

The application of skills learned in training to actual job performance.

Diversity training

Training designed to change employee attitudes about diversity or develop skills to work with a diverse workforce.

Protean career

A fluid concept of a career that changes based on a person’s interests and the work environment.

Formal educational programs

Programs like workshops and university courses used by organizations for employee development.

360-degree feedback

A performance appraisal method that gathers feedback from multiple sources about an individual.

Job enlargement

An approach that expands an employee's job responsibilities to offer development opportunities.

Mentoring program

A program linking less-experienced employees with experienced mentors to foster professional growth.

Coaching

Support provided by a manager or peer to help an employee develop skills, provide feedback, and improve performance.

Career management

A process that involves data gathering, feedback, goal setting, and action planning for employee development.

Glass ceiling

An observed barrier preventing women and minorities from attaining top jobs in organizations.

Succession planning

The process of preparing qualified employees to fill management roles as they become available.

Dysfunctional managers

Managers who require focused development to address and correct issues affecting their performance.