1. This chapter discussed several factors that influence the choice of evaluation design. Which of these factors would have the greatest influence on your choice of an evaluation design? Which would have the smallest influence? Explain your choices.
2. How might you estimate the benefits from a training program designed to teach employees how to use the World Wide Web to monitor stock prices?
3. What practical considerations need to be taken into account when calculating a training program's ROI?
1. The factor that would have the greatest influence on your choice of an evaluation design would be purpose of training. It is important to know if you are training employees for the right purposes. You want to make sure you are not training employees for the wrong reasons where they will get nothing out of the program. Determining what type of training is going to be conducted will get the best results from your employees. The factor that would have the smallest influence would be cost. Cost is a big factor on whether or not the training program will be successful. Companies do not want to spend thousands of dollars if their employees are not going to get the most out of the program. Determining exactly what you’re willing to pay for training will help you to decide the extent of what type of training you will deliver to your employees.
2. A way you might estimate the benefits from a training program designed to teach employees how to use the WWW to monitor stock prices would be to use the time series evaluation design. With the time series evaluation design is used to collect outcomes at periodic intervals pre and posttraining. This evaluation design will help employees monitor how they are managing their stocks and make it easier to see what is happening with the use of graphs before and after training. Employees will be able to see when their stock choices are going up and when they are going down and will be able to discuss what they did in comparison groups.
3. Practical considerations that need to be taken into account when calculating a training program’s ROI include:
- must be measurable
- have a clearly identified purpose or outcome
- highly visible in the company
- focused strategically
Tuesday, April 17, 2007
Wednesday, April 4, 2007
Chapter 10
1. Discuss the steps in preparing a manager to go overseas.
2. List the five dimensions of culture. How does each of the dimensions affect employee behavior?
3. What does "managing diversity" mean to you? Assume you are in charge of developing a diversity training program. Who would be involved? What would you include as the content of the program?
4. What are school-to-work transition programs? Why are they needed? How do they benefit companies?
5. How can companies ensure that talented women have access to development programs?
1. The steps in preparing a manager to go overseas are:
Predeparture Phase – employees need to receive language training and an orientation in the new country’s culture and customs. Employees and their families need to have basic knowledge and understanding of the host country.
On-Site Phase – involves continued orientation to the host country and its customs and cultures through formal programs or through a mentoring relationship. A mentor helps them understand the new, unfamiliar work environment and community.
Repatriation Phase – prepares expatriates for the return to the parent company and country from the foreign assignment.
2. The 5 dimensions of culture are:
Individualism-Collectivism – the degree to which people act as individuals rather than as members of a group. In an individualistic culture, employees expect to be hired, evaluated, and rewarded based on their personal skills and accomplishments. In a collectivist culture, employees are more likely to have a voice in decisions.
Uncertainty Avoidance – the degree to which people prefer structured rather than unstructured situations. Employees cope by not worrying too much about the future.
Masculinity-Femininity – refers to the extent to which the culture values behavior considered traditionally masculine or feminine.
Power Distance – refers to the expectations for the unequal distribution of power in a hierarchy. For example, high power distance people address each other with titles and low power distance people use first names.
Time Orientation – refers to the degree to which a culture focuses on the future rather than the past and present. Short-term orientation is toward the past and present and they emphasize respect for tradition and social obligations. Long-term orientation values such traits as thrift and persistence, which pay off in the future rather than the present
3. To me managing diversity means the allowance of all employees to participate and contribute to a company’s goals and growth. If I was in charge of developing a diversity training program I would focus on increasing employees’ awareness of differences in culture and ethnic backgrounds, physical characteristics, etc that influence behavior toward others. I would also focus on changing the organizational policies and individual behaviors that inhibit employees’ personal growth and productivity.
4. School-to-work programs combine classroom experiences with work experiences to prepare high school graduates for employment. They are needed because they help high school graduates to be better prepared for when they enter the work environment. They benefit companies because the companies see with the proper instruction the opportunities open for the graduate and the skills they can bring to the company. Companies can also save some money by not having to invest as much time and money into training the future employee.
5. Companies can ensure that talented women have access to development programs by letting women get involved as much as they can and as much as they want to. They hire women in hopes of attracting more women who want to work for the company. They provide women with training programs that make them feel comfortable and allow them to form support groups to voice any concerns.
2. List the five dimensions of culture. How does each of the dimensions affect employee behavior?
3. What does "managing diversity" mean to you? Assume you are in charge of developing a diversity training program. Who would be involved? What would you include as the content of the program?
4. What are school-to-work transition programs? Why are they needed? How do they benefit companies?
5. How can companies ensure that talented women have access to development programs?
1. The steps in preparing a manager to go overseas are:
Predeparture Phase – employees need to receive language training and an orientation in the new country’s culture and customs. Employees and their families need to have basic knowledge and understanding of the host country.
On-Site Phase – involves continued orientation to the host country and its customs and cultures through formal programs or through a mentoring relationship. A mentor helps them understand the new, unfamiliar work environment and community.
Repatriation Phase – prepares expatriates for the return to the parent company and country from the foreign assignment.
2. The 5 dimensions of culture are:
Individualism-Collectivism – the degree to which people act as individuals rather than as members of a group. In an individualistic culture, employees expect to be hired, evaluated, and rewarded based on their personal skills and accomplishments. In a collectivist culture, employees are more likely to have a voice in decisions.
Uncertainty Avoidance – the degree to which people prefer structured rather than unstructured situations. Employees cope by not worrying too much about the future.
Masculinity-Femininity – refers to the extent to which the culture values behavior considered traditionally masculine or feminine.
Power Distance – refers to the expectations for the unequal distribution of power in a hierarchy. For example, high power distance people address each other with titles and low power distance people use first names.
Time Orientation – refers to the degree to which a culture focuses on the future rather than the past and present. Short-term orientation is toward the past and present and they emphasize respect for tradition and social obligations. Long-term orientation values such traits as thrift and persistence, which pay off in the future rather than the present
3. To me managing diversity means the allowance of all employees to participate and contribute to a company’s goals and growth. If I was in charge of developing a diversity training program I would focus on increasing employees’ awareness of differences in culture and ethnic backgrounds, physical characteristics, etc that influence behavior toward others. I would also focus on changing the organizational policies and individual behaviors that inhibit employees’ personal growth and productivity.
4. School-to-work programs combine classroom experiences with work experiences to prepare high school graduates for employment. They are needed because they help high school graduates to be better prepared for when they enter the work environment. They benefit companies because the companies see with the proper instruction the opportunities open for the graduate and the skills they can bring to the company. Companies can also save some money by not having to invest as much time and money into training the future employee.
5. Companies can ensure that talented women have access to development programs by letting women get involved as much as they can and as much as they want to. They hire women in hopes of attracting more women who want to work for the company. They provide women with training programs that make them feel comfortable and allow them to form support groups to voice any concerns.
Monday, March 19, 2007
Chapter 8
Chapter 8
1. Explain how technology has changed the learning environment.
2. What are some advantages and disadvantages of multimedia training?
3. Why would a company use a combination of face-to-face instruction and Web-based training? 4. Using the Web, further investigate any new technology discussed in Chapter 8. Find information describing the technology, hints for developing and purchasing the technology, and examples of companies marketing and/or using the technology. Include Web addresses in your summary.
1. Technology has changed the learning environment by allowing learning to become a more dynamic process. The learning environment can be expanded to include greater interaction between learners and the training content as well as between learners and the instructor. It has enabled training to be delivered to different geographical locations, to accompany trainees wherever they are at work or at home, and to be completed online using a personal computer. Technology has also increased the use of collaboration tools and web-based/e-learning training/support.
2. Multimedia training
Advantages:
· Self-paced
· Interactive
· Consistency of content
· Consistency of delivery
· Provides immediate feedback
Disadvantages:
· Expensive to develop
· Ineffective for certain training content
· May lead to trainee anxiety with using technology
· Difficult to quickly update
· Can lead to a lack of agreement on effectiveness
3. A company would use a combination of face-to-face instruction and web-based training because web-based training would allow employees to participate in training at their own pace and at a time that would be best for them. Then a company would add face-to-face instruction to help with anything that might not be clear and to get feedback on the training completed so far.
4. Lotus Notes http://www-142.ibm.com/software/sw-lotus/products/product4.nsf/wdocs/noteshomepage?OpenDocument&cwesite=notes
the premier, integrated desktop client option for accessing business e-mail, calendars and applications on IBM Lotus Domino server. Business decision-making cycles are highly collaborative, and e-mail is only a small part of the technology solution. Think outside the in-box. Developers use this to query and manipulate XML data using the newly enhanced SQL/XML and XQuery languages. They can integrate relational and XML data within a single database with WebSphere Federation Server's new pureXML support. There are a number of ways to purchase Lotus Notes which include IBM Software online Catalog, IBM ShopzSeries, IBM Passport Advantage customer site, and by phone. Some business that use Lotus Notes include DaimlerChrysler, Wachovia, SOA, and REI.
1. Explain how technology has changed the learning environment.
2. What are some advantages and disadvantages of multimedia training?
3. Why would a company use a combination of face-to-face instruction and Web-based training? 4. Using the Web, further investigate any new technology discussed in Chapter 8. Find information describing the technology, hints for developing and purchasing the technology, and examples of companies marketing and/or using the technology. Include Web addresses in your summary.
1. Technology has changed the learning environment by allowing learning to become a more dynamic process. The learning environment can be expanded to include greater interaction between learners and the training content as well as between learners and the instructor. It has enabled training to be delivered to different geographical locations, to accompany trainees wherever they are at work or at home, and to be completed online using a personal computer. Technology has also increased the use of collaboration tools and web-based/e-learning training/support.
2. Multimedia training
Advantages:
· Self-paced
· Interactive
· Consistency of content
· Consistency of delivery
· Provides immediate feedback
Disadvantages:
· Expensive to develop
· Ineffective for certain training content
· May lead to trainee anxiety with using technology
· Difficult to quickly update
· Can lead to a lack of agreement on effectiveness
3. A company would use a combination of face-to-face instruction and web-based training because web-based training would allow employees to participate in training at their own pace and at a time that would be best for them. Then a company would add face-to-face instruction to help with anything that might not be clear and to get feedback on the training completed so far.
4. Lotus Notes http://www-142.ibm.com/software/sw-lotus/products/product4.nsf/wdocs/noteshomepage?OpenDocument&cwesite=notes
the premier, integrated desktop client option for accessing business e-mail, calendars and applications on IBM Lotus Domino server. Business decision-making cycles are highly collaborative, and e-mail is only a small part of the technology solution. Think outside the in-box. Developers use this to query and manipulate XML data using the newly enhanced SQL/XML and XQuery languages. They can integrate relational and XML data within a single database with WebSphere Federation Server's new pureXML support. There are a number of ways to purchase Lotus Notes which include IBM Software online Catalog, IBM ShopzSeries, IBM Passport Advantage customer site, and by phone. Some business that use Lotus Notes include DaimlerChrysler, Wachovia, SOA, and REI.
Chapter 7
Chapter 7
1. What are the strengths and weaknesses of the lecture, the case study, self-directed learning, and simulations?
2. What are the components of effective team performance? How might training strengthen these components?
3. Discuss the steps of an action learning program. Which aspects of action learning do you think is most beneficial for learning? Which is most beneficial for transfer of training? Explain why.
1. Lecture
Strengths:
· least expensive, least time-consuming ways to present a large amount of information efficiently in an organized manner
· easily employed with large groups of trainees
· team teaching brings more expertise and alternative perspectives to the training session
· panels are good for showing trainees different viewpoints in a debate
· guest speakers can motivate learning by bringing to the trainees relevant examples and applications
Weakness:
· team teaching requires more time on the part of trainers to not only prepare their particular session but also coordinate with other trainers
· in panels, trainees who are relatively naïve about a topic may have difficulty understanding the important points
· lectures tend to lack participation involvement, feedback, and meaningful connection to the work environment
· appeal to few of the trainees’ senses because trainees focus primarily on hearing information
· make is difficult for the trainer to judge quickly and efficiently the learners’ level of understanding
Case Study
Strengths:
· appropriate for developing higher order intellectual skills
· advantage of preexisting cases is that they are already developed
Weaknesses:
· case may not actually relate to the work situation or problem that the trainee will encounter
Self-Directed Learning
Strengths:
· allows trainees to learn at their own pace and receive feedback about the learning performance
· require fewer trainers, reduces costs associated with travel and meeting rooms, and makes multiple-site training more realistic
· provides consistent training content that captures the knowledge of experts
· makes it easier for shift employees to gain access to training materials
Weaknesses:
· trainees must be willing to learn on their own and feel comfortable doing so
Simulations
Strengths:
· allow trainees to see the impact of their decisions in an artificial, risk-free environment
· teach production and process skills
· used to develop managerial skills
Weaknesses:
· expensive to develop
· need constant updating as new information about the work environment is obtained
2. The components of team performance are behavior, knowledge, and attitude. Behavior means that team members must perform actions that allow them to communicate , coordinate, adapt, and complete complex tasks to accomplish their objective. Knowledge requires team members to have mental models or memory structures that allow them to function effectively in unanticipated or new situations. Attitude relates to the team members’ beliefs about the task and feelings toward each other. Training might strengthen these components by developing procedures to identify and resolve errors, coordinate information, and reinforce each other.
3. Steps in Action Learning include:
· Identification of the sponsors of action learning – who is running the action plan
· Identification of the problem or issue – present problem needing to be addressed
· Identification and selection of the group - who can address the problem
· Identification of coaches - who can help the group reframe the problem and improve its problem solving
· Presentation – present problem to group
· Group discussion – includes reframing the problem and agreement on what the problem is, what groups should do to solve problem, and how the group should proceed
· Data gathering and analysis – relevant to solving problem done by the group
· Group presentation – how to solve problem with a goal of securing a commitment from sponsors
· Self-reflection and debriefing – what was learned and what would they have done differently
The step I believe is most beneficial to for learning is group discussion because it is important to make sure everyone is on the same page i.e. everyone knowing what the problem is and what need to be done to solve that problem.
The step I think is most beneficial for the transfer of training is self-reflection and debriefing. It is important to make sure the group and group members learned what needed to be learned and will apply it to their job and what could be done differently.
1. What are the strengths and weaknesses of the lecture, the case study, self-directed learning, and simulations?
2. What are the components of effective team performance? How might training strengthen these components?
3. Discuss the steps of an action learning program. Which aspects of action learning do you think is most beneficial for learning? Which is most beneficial for transfer of training? Explain why.
1. Lecture
Strengths:
· least expensive, least time-consuming ways to present a large amount of information efficiently in an organized manner
· easily employed with large groups of trainees
· team teaching brings more expertise and alternative perspectives to the training session
· panels are good for showing trainees different viewpoints in a debate
· guest speakers can motivate learning by bringing to the trainees relevant examples and applications
Weakness:
· team teaching requires more time on the part of trainers to not only prepare their particular session but also coordinate with other trainers
· in panels, trainees who are relatively naïve about a topic may have difficulty understanding the important points
· lectures tend to lack participation involvement, feedback, and meaningful connection to the work environment
· appeal to few of the trainees’ senses because trainees focus primarily on hearing information
· make is difficult for the trainer to judge quickly and efficiently the learners’ level of understanding
Case Study
Strengths:
· appropriate for developing higher order intellectual skills
· advantage of preexisting cases is that they are already developed
Weaknesses:
· case may not actually relate to the work situation or problem that the trainee will encounter
Self-Directed Learning
Strengths:
· allows trainees to learn at their own pace and receive feedback about the learning performance
· require fewer trainers, reduces costs associated with travel and meeting rooms, and makes multiple-site training more realistic
· provides consistent training content that captures the knowledge of experts
· makes it easier for shift employees to gain access to training materials
Weaknesses:
· trainees must be willing to learn on their own and feel comfortable doing so
Simulations
Strengths:
· allow trainees to see the impact of their decisions in an artificial, risk-free environment
· teach production and process skills
· used to develop managerial skills
Weaknesses:
· expensive to develop
· need constant updating as new information about the work environment is obtained
2. The components of team performance are behavior, knowledge, and attitude. Behavior means that team members must perform actions that allow them to communicate , coordinate, adapt, and complete complex tasks to accomplish their objective. Knowledge requires team members to have mental models or memory structures that allow them to function effectively in unanticipated or new situations. Attitude relates to the team members’ beliefs about the task and feelings toward each other. Training might strengthen these components by developing procedures to identify and resolve errors, coordinate information, and reinforce each other.
3. Steps in Action Learning include:
· Identification of the sponsors of action learning – who is running the action plan
· Identification of the problem or issue – present problem needing to be addressed
· Identification and selection of the group - who can address the problem
· Identification of coaches - who can help the group reframe the problem and improve its problem solving
· Presentation – present problem to group
· Group discussion – includes reframing the problem and agreement on what the problem is, what groups should do to solve problem, and how the group should proceed
· Data gathering and analysis – relevant to solving problem done by the group
· Group presentation – how to solve problem with a goal of securing a commitment from sponsors
· Self-reflection and debriefing – what was learned and what would they have done differently
The step I believe is most beneficial to for learning is group discussion because it is important to make sure everyone is on the same page i.e. everyone knowing what the problem is and what need to be done to solve that problem.
The step I think is most beneficial for the transfer of training is self-reflection and debriefing. It is important to make sure the group and group members learned what needed to be learned and will apply it to their job and what could be done differently.
Monday, March 5, 2007
Chapter 5
Questions:
1. Consider three time periods (pretraining, during training, and after training) and three parties involved in transfer of training (manager, trainer, trainee). Construct a matrix showing what each party can do to facilitate transfer of training at each time period.
2. What could be done to increase the likelihood of transfer of training if the work environment conditions are unfavorable and cannot be changed?
3. Discuss how trainees can support each other so that transfer of training occurs.
4. What technologies might be useful for ensuring transfer of training? Briefly describe each technology and how it could be used.
5. What is knowledge? Why is knowledge important? How can companies manage knowledge?
Answers:
#1
Manager & Pretraining
Decide what type of training needs to be done and who needs that training.
Manager & During training
Overlook the training process, reinforce what trainees are learning, and provide opportunities to practice.
Manager & After training
Do a follow up to make sure trainees understand what was taught to them. Make sure to use the skills trainees learned in the program are applied to the job.
Trainer & Pretraining
Find out who is being trained. With the manager decide the best way to teach trainees.
Trainer & During training
Follow a lesson plan to make sure trainees get the most out of the training session. Allow trainees enough time to practice new material.
Trainer & After training
Do a follow up to find out what trainees thought of the training program so that you can modify anything that might have been unclear.
Trainee & Pretraining
Decide what type of training is needed to increase work productivity.
Trainee & During training
Attend training program. Make sure to ask lots of questions and practice techniques repeatedly.
Trainee & After training
Apply what was taught in training program to work.
#2 One way to increase the likelihood of transfer of training is to provide instruction in self-management techniques at the end of the program. A self-management instruction would include discussing lapses, identifying skills targeted for transfer, identifying personal or environment factors contributing to lapse, discussing coping skills and strategies, identifying when lapses are likely, and to discuss resources to ensure transfer of skills.
#3 Trainees can support each other so that transfer of training occurs is to set up a support network. A support network is a group of two or more trainees who agree to meet and discuss their progress in using learned capabilities on the job. This involves meeting face-to-face or through email to discuss their experiences through the training, what resources they obtained to use with training, and/or how they cope with work environment interference. Another way trainees can support each other is by a newsletter. Included in the newsletter might be interviews with employees who had a successful training experience or a way for trainees to gain a mentor.
#4 I could only find one technology that might be useful for ensuring transfer of training include Electronic performance support systems (EPSSs). EPSSs are computer applications that can provide skills training, information access, and expert advice. EPSS can enhance transfer of training by providing trainees with an electronic information source that they can refer to on an as-needed basis while they attempt to apply learned capabilities on the job. Trainers can also use EPSS to monitor their trainees. It can provide the trainer with information about the transfer of training problems trainees might encounter.
#5 Knowledge is what individuals or teams of employees know or know how to do as well as a company’s rules, processes, tools, and routines. Knowledge is important because knowledge is what training is built upon. Without knowledge their would be no way to train employees on skills they need for their job. Having the proper knowledge of a subject ensures that employees will be able to increase productivity the moment the training program is over. Companies manage knowledge by:- the use of technology and software so employees can store information and share it with others through a company intranet- publish directories that list what employees do, how they can contacted, and the type of knowledge they have- develop informational maps that identify where specific knowledge is stored in the company- create chief information officer and chief learning officer positions for cataloging and facilitating the exchange of information- require employees to give presentations to other about what they have learned- allow employees time off to acquire knowledge, study problems, etc.- create an online library of learning resources
1. Consider three time periods (pretraining, during training, and after training) and three parties involved in transfer of training (manager, trainer, trainee). Construct a matrix showing what each party can do to facilitate transfer of training at each time period.
2. What could be done to increase the likelihood of transfer of training if the work environment conditions are unfavorable and cannot be changed?
3. Discuss how trainees can support each other so that transfer of training occurs.
4. What technologies might be useful for ensuring transfer of training? Briefly describe each technology and how it could be used.
5. What is knowledge? Why is knowledge important? How can companies manage knowledge?
Answers:
#1
Manager & Pretraining
Decide what type of training needs to be done and who needs that training.
Manager & During training
Overlook the training process, reinforce what trainees are learning, and provide opportunities to practice.
Manager & After training
Do a follow up to make sure trainees understand what was taught to them. Make sure to use the skills trainees learned in the program are applied to the job.
Trainer & Pretraining
Find out who is being trained. With the manager decide the best way to teach trainees.
Trainer & During training
Follow a lesson plan to make sure trainees get the most out of the training session. Allow trainees enough time to practice new material.
Trainer & After training
Do a follow up to find out what trainees thought of the training program so that you can modify anything that might have been unclear.
Trainee & Pretraining
Decide what type of training is needed to increase work productivity.
Trainee & During training
Attend training program. Make sure to ask lots of questions and practice techniques repeatedly.
Trainee & After training
Apply what was taught in training program to work.
#2 One way to increase the likelihood of transfer of training is to provide instruction in self-management techniques at the end of the program. A self-management instruction would include discussing lapses, identifying skills targeted for transfer, identifying personal or environment factors contributing to lapse, discussing coping skills and strategies, identifying when lapses are likely, and to discuss resources to ensure transfer of skills.
#3 Trainees can support each other so that transfer of training occurs is to set up a support network. A support network is a group of two or more trainees who agree to meet and discuss their progress in using learned capabilities on the job. This involves meeting face-to-face or through email to discuss their experiences through the training, what resources they obtained to use with training, and/or how they cope with work environment interference. Another way trainees can support each other is by a newsletter. Included in the newsletter might be interviews with employees who had a successful training experience or a way for trainees to gain a mentor.
#4 I could only find one technology that might be useful for ensuring transfer of training include Electronic performance support systems (EPSSs). EPSSs are computer applications that can provide skills training, information access, and expert advice. EPSS can enhance transfer of training by providing trainees with an electronic information source that they can refer to on an as-needed basis while they attempt to apply learned capabilities on the job. Trainers can also use EPSS to monitor their trainees. It can provide the trainer with information about the transfer of training problems trainees might encounter.
#5 Knowledge is what individuals or teams of employees know or know how to do as well as a company’s rules, processes, tools, and routines. Knowledge is important because knowledge is what training is built upon. Without knowledge their would be no way to train employees on skills they need for their job. Having the proper knowledge of a subject ensures that employees will be able to increase productivity the moment the training program is over. Companies manage knowledge by:- the use of technology and software so employees can store information and share it with others through a company intranet- publish directories that list what employees do, how they can contacted, and the type of knowledge they have- develop informational maps that identify where specific knowledge is stored in the company- create chief information officer and chief learning officer positions for cataloging and facilitating the exchange of information- require employees to give presentations to other about what they have learned- allow employees time off to acquire knowledge, study problems, etc.- create an online library of learning resources
Tuesday, February 27, 2007
What is Web 2.0?
What is Web 2.0?
Are we using any Web 2.0 applications in class?
How do you feel about using these Web 2.0 applications?
Which 3 Web 2.0 applications do you think will be the killer apps of 2007? Why?
Web 2.0 is a new generation of web-based services. Web 2.0 is allowing end-users new ways of communicating news, ideas, and various other ways to get information out to others. Web 2.0's main focus is online collaboration and sharing among its users. Some examples of Web 2.0 are Blogger, Wiki's, etc.
The Web 2.0 applications we are using in class include Blackboard, Blogger, and Wikispace.
Blackboard is software that allows instructors and student away to communicate inside and outside of the classroom.
Blogger is where members can express their thoughts and ideas presented as journal entries.
Wikispace is where people can come together and develop their own web pages where a group of people can edit together.
I enjoy using these applications for school purposes. I feel like I can communicate easier online than I can in a classroom. I am able to express and get my thoughts together in a way I feel more comfortable with.
Three applications I believe could be killer applications of 2007 are Blogger, Myspace/Facebook, and Wikipedia.
Applications like Blogger are giving people ways to communicate their ideas and theories to anyone willing to read them. People are able to post anything of importance to them and then receive feedback/opinions from complete strangers.
Myspace/Facebook are allowing people to keep in contact with friends from school, work, people with similar interest, etc. Myspace/Facebooks also combines various Web 2.o applications into it with ways to blog, etc.
Wikipedia is offering a new way to get information about any topic of interest. Wikipedia is the new encyclopedia but is completely run by end-users. People are allowed to post and edit information as they please.
Are we using any Web 2.0 applications in class?
How do you feel about using these Web 2.0 applications?
Which 3 Web 2.0 applications do you think will be the killer apps of 2007? Why?
Web 2.0 is a new generation of web-based services. Web 2.0 is allowing end-users new ways of communicating news, ideas, and various other ways to get information out to others. Web 2.0's main focus is online collaboration and sharing among its users. Some examples of Web 2.0 are Blogger, Wiki's, etc.
The Web 2.0 applications we are using in class include Blackboard, Blogger, and Wikispace.
Blackboard is software that allows instructors and student away to communicate inside and outside of the classroom.
Blogger is where members can express their thoughts and ideas presented as journal entries.
Wikispace is where people can come together and develop their own web pages where a group of people can edit together.
I enjoy using these applications for school purposes. I feel like I can communicate easier online than I can in a classroom. I am able to express and get my thoughts together in a way I feel more comfortable with.
Three applications I believe could be killer applications of 2007 are Blogger, Myspace/Facebook, and Wikipedia.
Applications like Blogger are giving people ways to communicate their ideas and theories to anyone willing to read them. People are able to post anything of importance to them and then receive feedback/opinions from complete strangers.
Myspace/Facebook are allowing people to keep in contact with friends from school, work, people with similar interest, etc. Myspace/Facebooks also combines various Web 2.o applications into it with ways to blog, etc.
Wikipedia is offering a new way to get information about any topic of interest. Wikipedia is the new encyclopedia but is completely run by end-users. People are allowed to post and edit information as they please.
Monday, February 19, 2007
Chapter 4
1. What learning condition do you think is most necessary for learning to occur? Which is least critical? Why?
2.What value would it be to know that you were going to be training a class of persons between the ages of 20 and 35? Would it influence the approach you would take? How?
3. How do instructional objectives help learning to occur?
4.Can allowing trainees to make errors in training be useful? Explain.
5.Detailed lesson plans have important information for trainers. List the different types of information found in a detailed lesson plan. Also, indicate the importance of each type of information for learning.
1. The learning condition I think is most necessary for learning to occur is Social Learning. Social learning emphasizes that people learn by observing other persons whom they believe are credible and knowledgeable. For me I tend to learn quicker if I am able to be around someone who already has the knowledge of what I’m learning. I sometimes find it difficult to understand certain things if I go into them with know guidance. I also feel better about what I’m learning if I have someone that knows about the subject telling me I’m doing the right thing. The least critical condition is reinforcement. Reinforcement emphasizes that people are motivated to perform or avoid certain behaviors because of past outcomes that have resulted from those behaviors. The reason I believe this condition is least critical is because I think that when you learn something it will be obvious that you will either get a good outcome or a bad outcome. I don’t really focus how I learn on whether in the end I’ll be ahead or behind.
2. If I was going to teach a training class of persons between the ages of 20 and 35 I would be more than welcome to do it. I would be in an age group that is growing up with me and should have some knowledge of what is the latest information they are trying to learn. It would influence the approach I took to some degree but not much. I would tailor the program to make sure everyone was on the same page. I wouldn’t think I would have to go into great detail about everything, but a little on some that I thought might not have reached everyone. After giving out a Needs Assessment questionnaire and knowing their skills I would be in a better place of deciding how much detailed information would be taught.
3. Instructional objectives help learning to occur by giving employees a positive learning environment or good instruction to perform the needed tasks the training program is suppose to do. An instructional objective give employees the objectives, tell them where it applies, gives them plenty of practice, and feedback. By the end employees should be able to get the most out of the training program.
4. I believe allowing trainees to make errors is one of the best ways to learn. Through errors trainees will be better at understand what to do and what not to do. Allowing errors will also help the trainees with troubleshooting when a customer gets the same error.
5. The different types of information found on a detailed lesson plan include learning objectives or outcomes, target audience, prerequisites, time, lesson outline, activity, support materials, physical environment, preparation, lesson topic, evaluation, and transfer and retention. The most important type is the learning objectives and outcomes. You want to know what the lesson is to accomplish and the best way to present the information for the best possible outcome. Next is the target audience because it will have with choosing meaningful examples, determining content, deciding on support materials, and building credibility. Prerequisites help trainees and instructors know who is qualified for the program and what needs to be done in order to participate. Time, lesson outline, activity, support materials, physical environment, preparation, and lesson topic can be categorized with equal important. They all are needed to make sure the program runs smoothly and the trainees get the most out of the program. Finally evaluation and transfer and retention close up a lesson plan be making sure everything is accomplished so that employees take the new knowledge and apply it to their job and remember that information for years to come.
2.What value would it be to know that you were going to be training a class of persons between the ages of 20 and 35? Would it influence the approach you would take? How?
3. How do instructional objectives help learning to occur?
4.Can allowing trainees to make errors in training be useful? Explain.
5.Detailed lesson plans have important information for trainers. List the different types of information found in a detailed lesson plan. Also, indicate the importance of each type of information for learning.
1. The learning condition I think is most necessary for learning to occur is Social Learning. Social learning emphasizes that people learn by observing other persons whom they believe are credible and knowledgeable. For me I tend to learn quicker if I am able to be around someone who already has the knowledge of what I’m learning. I sometimes find it difficult to understand certain things if I go into them with know guidance. I also feel better about what I’m learning if I have someone that knows about the subject telling me I’m doing the right thing. The least critical condition is reinforcement. Reinforcement emphasizes that people are motivated to perform or avoid certain behaviors because of past outcomes that have resulted from those behaviors. The reason I believe this condition is least critical is because I think that when you learn something it will be obvious that you will either get a good outcome or a bad outcome. I don’t really focus how I learn on whether in the end I’ll be ahead or behind.
2. If I was going to teach a training class of persons between the ages of 20 and 35 I would be more than welcome to do it. I would be in an age group that is growing up with me and should have some knowledge of what is the latest information they are trying to learn. It would influence the approach I took to some degree but not much. I would tailor the program to make sure everyone was on the same page. I wouldn’t think I would have to go into great detail about everything, but a little on some that I thought might not have reached everyone. After giving out a Needs Assessment questionnaire and knowing their skills I would be in a better place of deciding how much detailed information would be taught.
3. Instructional objectives help learning to occur by giving employees a positive learning environment or good instruction to perform the needed tasks the training program is suppose to do. An instructional objective give employees the objectives, tell them where it applies, gives them plenty of practice, and feedback. By the end employees should be able to get the most out of the training program.
4. I believe allowing trainees to make errors is one of the best ways to learn. Through errors trainees will be better at understand what to do and what not to do. Allowing errors will also help the trainees with troubleshooting when a customer gets the same error.
5. The different types of information found on a detailed lesson plan include learning objectives or outcomes, target audience, prerequisites, time, lesson outline, activity, support materials, physical environment, preparation, lesson topic, evaluation, and transfer and retention. The most important type is the learning objectives and outcomes. You want to know what the lesson is to accomplish and the best way to present the information for the best possible outcome. Next is the target audience because it will have with choosing meaningful examples, determining content, deciding on support materials, and building credibility. Prerequisites help trainees and instructors know who is qualified for the program and what needs to be done in order to participate. Time, lesson outline, activity, support materials, physical environment, preparation, and lesson topic can be categorized with equal important. They all are needed to make sure the program runs smoothly and the trainees get the most out of the program. Finally evaluation and transfer and retention close up a lesson plan be making sure everything is accomplished so that employees take the new knowledge and apply it to their job and remember that information for years to come.
Sunday, February 4, 2007
Chapter 3 Homework
2. If you were going to use online technology to identify training needs for customer service representatives for a web-based clothing company, what steps would you take to ensure that the technology was not threatening to employees?
Steps that could be taken to ensure technology was not threatening to employees is to make sure you use the information to help the employees with future training and development activities and not to punish them. Offer the employee additional training on skills needed to improve job performance.
3. Needs assessment involves organiztion, person, and task analyses. Which one of these analyses do you believe is most important? Which is least important? Why?
The most important needs assessment analysis is person analysis because it identifies employees who need training. It is important to identify specific persons who need training as to not waste company time and money.The analysis that is least important is task analysis because it is time-consuming, tedious process that involves a large time commitment to gather and summarize data from many different persons in the company.
4. Why should upper-level managers be included in the needs assessment process?
Upper-level managers should be involved in the needs assessment process because:
- they view needs assessment process from a broader company perspective
- also involved in identifying business functions or units needing training and in determining if the company has the knowledge, skills, and abilities in the work force that are necessary to meets its strategy and be competitive in the marketplace
- be involved to determine whether training meets the company’s strategy and then to provide appropriate financial resources
Steps that could be taken to ensure technology was not threatening to employees is to make sure you use the information to help the employees with future training and development activities and not to punish them. Offer the employee additional training on skills needed to improve job performance.
3. Needs assessment involves organiztion, person, and task analyses. Which one of these analyses do you believe is most important? Which is least important? Why?
The most important needs assessment analysis is person analysis because it identifies employees who need training. It is important to identify specific persons who need training as to not waste company time and money.The analysis that is least important is task analysis because it is time-consuming, tedious process that involves a large time commitment to gather and summarize data from many different persons in the company.
4. Why should upper-level managers be included in the needs assessment process?
Upper-level managers should be involved in the needs assessment process because:
- they view needs assessment process from a broader company perspective
- also involved in identifying business functions or units needing training and in determining if the company has the knowledge, skills, and abilities in the work force that are necessary to meets its strategy and be competitive in the marketplace
- be involved to determine whether training meets the company’s strategy and then to provide appropriate financial resources
Chapter 2 Homework
2. What do you think is the most important organizational characteristic that influences training? Why?
I believe the most important organizational characteristic that influences training is staff involvement in training and development. It is important because it determines how often and how well a company’s training program is used. If managers are aware of what development activity can be achieved they will be more willing to get involved. They would also want to be more involved if incentives were used. With the help of employees planning their own development companies will support training and development activities. Identifying the needs of employees helps move to greater involvement in training and development.
3. What is human capital? How is human capital influencing the changing role of training from skill and knowledge acquisition to creating and sharing knowledge?
Human capital refers to the sum of the attributes, life experiences, knowledge, inventiveness, energy, and enthusiasm that the company’s employees invest in their work. Human capital is influencing the changing role of training from skill and knowledge acquisition to creating and sharing knowledge by offering employees ways of communicating their ideas/suggestions to better improve business functions through email and/or websites. If those ideas are approved they can be sent online to other business branches to be implemented.
6. What are the advantages and disadvantages of a centralized training function?
Advantages of a centralized training function include:
- helps drive stronger alignment with business strategy
- allows development of a common set or metrics or scorecards to measure and report rates of quality and delivery
- helps to streamline processes
- gives the company a cost advantage in purchasing training from vendors and consultants because of the number of trainees who will be involved
- helps companies better integrate programs for developing leaders and managing talent with training and learning during times of change
Disadvantages of a centralized training function include:
- multiple lines authority
- can be expensive
- may become rigid and inflexible when dealing with day to day training issues
I believe the most important organizational characteristic that influences training is staff involvement in training and development. It is important because it determines how often and how well a company’s training program is used. If managers are aware of what development activity can be achieved they will be more willing to get involved. They would also want to be more involved if incentives were used. With the help of employees planning their own development companies will support training and development activities. Identifying the needs of employees helps move to greater involvement in training and development.
3. What is human capital? How is human capital influencing the changing role of training from skill and knowledge acquisition to creating and sharing knowledge?
Human capital refers to the sum of the attributes, life experiences, knowledge, inventiveness, energy, and enthusiasm that the company’s employees invest in their work. Human capital is influencing the changing role of training from skill and knowledge acquisition to creating and sharing knowledge by offering employees ways of communicating their ideas/suggestions to better improve business functions through email and/or websites. If those ideas are approved they can be sent online to other business branches to be implemented.
6. What are the advantages and disadvantages of a centralized training function?
Advantages of a centralized training function include:
- helps drive stronger alignment with business strategy
- allows development of a common set or metrics or scorecards to measure and report rates of quality and delivery
- helps to streamline processes
- gives the company a cost advantage in purchasing training from vendors and consultants because of the number of trainees who will be involved
- helps companies better integrate programs for developing leaders and managing talent with training and learning during times of change
Disadvantages of a centralized training function include:
- multiple lines authority
- can be expensive
- may become rigid and inflexible when dealing with day to day training issues
Sunday, January 28, 2007
Revsion of Homework 1
I just wanted to update the answer I left for question #2.
2. What steps are included in the training design model? What step do you think is most important? Why?
The steps of training design model are Analysis, Design, Development, Implementation, and Evaluation. The step I think is the most important is evaluation. This step shows if all the hard work you put through designing, developing, and implementing the training session is successful in accomplishing what you wanted your employees to learn during the training session.
The reason I am updating this question is because the only model I could find was the ASTD Competency model and think this model above is more of what you wanted.
2. What steps are included in the training design model? What step do you think is most important? Why?
The steps of training design model are Analysis, Design, Development, Implementation, and Evaluation. The step I think is the most important is evaluation. This step shows if all the hard work you put through designing, developing, and implementing the training session is successful in accomplishing what you wanted your employees to learn during the training session.
The reason I am updating this question is because the only model I could find was the ASTD Competency model and think this model above is more of what you wanted.
Tuesday, January 23, 2007
Chapter 1 questions and answers
Chapter 1 Homework questions:
1. Describe the forces affecting the workplace and learning. How can training help companies deal with these forces?
2. What steps are included in the training design model? What step do you think is most important? Why?
3. What are intangible assets? How do they relate to training and development?
4. Which of the training professionals' roles do you believe is most difficult to learn? Which is easiest?
5. How might technology influence the importance of training professionals' roles? Can technology reduce the importance of any of the roles? Can it result in additional roles?
6. Describe the training courses that you have taken. How have they helped you? Provide recommendations for improving the courses.
7. What are the implications of the aging work force? What strategies should companies consider from a training and development perspective to best utilize older employees and prepare for their retirement?
Answers:
1. The forces affecting the workplace and learning are:
Globalization means to make worldwide. It also means that employees working in the US will come from other countries and that US companies may move job overseas. Training helps prepare employees and their families to understand the culture and norms of the country they are being relocated to and to return to the United States after their assignment
Need for leadership means having employees with global leadership skills to be able to build international teams, create global management and marketing practices, and interact and manage employees from diverse cultural backgrounds. They also need to help retain employees being good communicators. Training helps managers learn ways to interact with their colleagues or requires them to do research.
Increased value placed on intangible assets and human capital means a way to gain an advantage over competitors. Training helps a company’s competitiveness by directly increasing the company’s value through contributing to intangible assets.
Focus on link to business strategy means plans for meeting broad goals such as profitability, market share, and quality. Training helps design and develop learning activities that will help the company successfully implement its strategy and reach business goals.
Attracting and retaining talent means being able to attract employees with the needed skills and being able to retain them by offering an attractive salary, interesting job, etc. Training helps fills in the gaps where an employee might not have much background with a skill and increases employees’ opportunities for advancement.
Customer service and quality emphasis means understanding what the customer wants and anticipating future needs. Training helps support its quality and customer satisfaction goals by offering classroom training, on-the-job training, coaching and mentoring, observation, and assessments. It can also help companies meet the quality challenge by teaching employees statistical process control and other quality-related skills that they can use to build quality into a product.
Changing demographics and diversity of the work force means keeping a staff with different ages or areas in ethnicity in order to ideas fresh. Training helps employees figure out where they like to work best in an environment by changing positions.
New technology means an introduction of a new device or application that enhances the use of technology. Training helps keep employees up to date with the latest advances in technology to help with aide their consumers.
High-Performance models of work systems means helping employees work as a team whether it by work teams, cross training, or virtual teams. Training helps by providing training to employees in a wide range of skills so they can fill any of the roles needed to be performed on the team.
Economic changes means an increase in political unrest across the globe causes an increase in economic uncertainty and affects investment decisions in physical and human capital. Training helps when it is needed most by the company.
2. The steps included in the training design model are foundation, focus, and successful execution. The most important step is the second step, focus. This step includes the areas of expertise, which are the specific technical and professional skills and knowledge required for success. Without this step you would not be able to move to the top to be considered successful.
3. Intangible assets cannot be touched and are nonmonetary, however equally as valuable as financial and physical assets. They relate to training and development by helping a company’s competitiveness by directly increasing the company’s value through contributing to intangible assets.
4. The most difficult training professionals’ role is the executive-level training/human resource manager because of the extent of multiple levels of training that would fall under your responsibility. The easiest would be a classroom instructor because once lessons plans are developed they are easily adaptive to new technology.
5. Technology influences the importance of training professionals’ roles because technology changes so often and quickly that it is necessary to keep technology trainers to keep the workforce up to par. Technology can not reduce the importance of any of the roles because even if a technology is developed for training, i.e. Camtasia training videos, you still need the technology expert to create the videos. Depending on the type of technology developed it might result in additional roles.
6. At this moment in time I have not formally taken what would be considered a training course. I would hope if I were to take a training course I would learn everything I could about what was being taught to me. I would recommend a lot of “hand-on” training to better understand the material being taught.
7. The implications of the aging work force is that they are not willing to learn newer technologies being used in the working environment. However, older employees want to work, many say they plan a working retirement, and are willing to learn new technology. Strategies companies can consider from a training and development perspective to best utilize older employees and prepare for their retirement are to allow them to work part-time or for only a few months at a time or include second careers as well as part-time and temporary work assignments.
1. Describe the forces affecting the workplace and learning. How can training help companies deal with these forces?
2. What steps are included in the training design model? What step do you think is most important? Why?
3. What are intangible assets? How do they relate to training and development?
4. Which of the training professionals' roles do you believe is most difficult to learn? Which is easiest?
5. How might technology influence the importance of training professionals' roles? Can technology reduce the importance of any of the roles? Can it result in additional roles?
6. Describe the training courses that you have taken. How have they helped you? Provide recommendations for improving the courses.
7. What are the implications of the aging work force? What strategies should companies consider from a training and development perspective to best utilize older employees and prepare for their retirement?
Answers:
1. The forces affecting the workplace and learning are:
Globalization means to make worldwide. It also means that employees working in the US will come from other countries and that US companies may move job overseas. Training helps prepare employees and their families to understand the culture and norms of the country they are being relocated to and to return to the United States after their assignment
Need for leadership means having employees with global leadership skills to be able to build international teams, create global management and marketing practices, and interact and manage employees from diverse cultural backgrounds. They also need to help retain employees being good communicators. Training helps managers learn ways to interact with their colleagues or requires them to do research.
Increased value placed on intangible assets and human capital means a way to gain an advantage over competitors. Training helps a company’s competitiveness by directly increasing the company’s value through contributing to intangible assets.
Focus on link to business strategy means plans for meeting broad goals such as profitability, market share, and quality. Training helps design and develop learning activities that will help the company successfully implement its strategy and reach business goals.
Attracting and retaining talent means being able to attract employees with the needed skills and being able to retain them by offering an attractive salary, interesting job, etc. Training helps fills in the gaps where an employee might not have much background with a skill and increases employees’ opportunities for advancement.
Customer service and quality emphasis means understanding what the customer wants and anticipating future needs. Training helps support its quality and customer satisfaction goals by offering classroom training, on-the-job training, coaching and mentoring, observation, and assessments. It can also help companies meet the quality challenge by teaching employees statistical process control and other quality-related skills that they can use to build quality into a product.
Changing demographics and diversity of the work force means keeping a staff with different ages or areas in ethnicity in order to ideas fresh. Training helps employees figure out where they like to work best in an environment by changing positions.
New technology means an introduction of a new device or application that enhances the use of technology. Training helps keep employees up to date with the latest advances in technology to help with aide their consumers.
High-Performance models of work systems means helping employees work as a team whether it by work teams, cross training, or virtual teams. Training helps by providing training to employees in a wide range of skills so they can fill any of the roles needed to be performed on the team.
Economic changes means an increase in political unrest across the globe causes an increase in economic uncertainty and affects investment decisions in physical and human capital. Training helps when it is needed most by the company.
2. The steps included in the training design model are foundation, focus, and successful execution. The most important step is the second step, focus. This step includes the areas of expertise, which are the specific technical and professional skills and knowledge required for success. Without this step you would not be able to move to the top to be considered successful.
3. Intangible assets cannot be touched and are nonmonetary, however equally as valuable as financial and physical assets. They relate to training and development by helping a company’s competitiveness by directly increasing the company’s value through contributing to intangible assets.
4. The most difficult training professionals’ role is the executive-level training/human resource manager because of the extent of multiple levels of training that would fall under your responsibility. The easiest would be a classroom instructor because once lessons plans are developed they are easily adaptive to new technology.
5. Technology influences the importance of training professionals’ roles because technology changes so often and quickly that it is necessary to keep technology trainers to keep the workforce up to par. Technology can not reduce the importance of any of the roles because even if a technology is developed for training, i.e. Camtasia training videos, you still need the technology expert to create the videos. Depending on the type of technology developed it might result in additional roles.
6. At this moment in time I have not formally taken what would be considered a training course. I would hope if I were to take a training course I would learn everything I could about what was being taught to me. I would recommend a lot of “hand-on” training to better understand the material being taught.
7. The implications of the aging work force is that they are not willing to learn newer technologies being used in the working environment. However, older employees want to work, many say they plan a working retirement, and are willing to learn new technology. Strategies companies can consider from a training and development perspective to best utilize older employees and prepare for their retirement are to allow them to work part-time or for only a few months at a time or include second careers as well as part-time and temporary work assignments.
Thursday, January 18, 2007
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