Devin Choate HRA 4 Ms.

Holguin Date: 8 13 2012 Assignment: Chapter 9 Key Terms (HRM) Active Practice Book: Performance of job-related tasks and duties by trainees during training. Perspective: Active practice is something along the lines of on the job training. It appeals to people who learn easier through hands on participation rather than reading a set of guidelines. Physically or actively completing a task may be a better learning process for some individuals. Example: Customer Service positions in a call center. Almost any company who employs individuals in a call center first put their trainees through simulated or practice calls so that they are able to get a hang of the criteria and script that they are using, as well as receive tangible experience as to the kind of attitudes and situations they may encounter while on the job. Behavior Modeling Book: Copying someone else's behavior. Perspective: One of the most common and easiest methods of learning, Behavior Modeling is basically mimicking a set of processes and methods to complete a task correctly and effectively. Example: Assembly line work. The methods in which certain components are manufactured and assembled are often rarely subject to change. Many jobs of this sort take minimal education beyond the high school diploma/G.E.D. Level, and training usually just consists of safety and company orientation along with demonstrations and examples of how to perform the task according to company standard. In this case, observing and replicating the demonstrations would be the behavioral modeling. Cost-benefit Analysis Book: Comparison of costs and benefits associated with training. Perspective: Comparing the yields of a training or educational program to be offered or administered to your employees. Example: In some organizations, offering wellness programs such as healthy eating seminars and ergonomics education has helped in reducing the amount of money that the company spends on health insurance for its employees. Cross Training Book: Training people to do more than one job. Perspective: I'm certain that cross training is an end result to advanced job enlargement. When an employee is being taught more than just the necessary tasks and duties to perform their specific job at hand, but rather to handle duties allocated to other positions. Example: My sister-in-law is a dialysis nurse for DaVita, and not long after her training began within their clinic, she was approached and recruited into a management/leadership program provided by the company in which she was educated on the procedures and abilities needed to operate as a facility administrator. E-Learning Book: Use of the internet or an organizational intranet to conduct training on-line. Perspective: It's the information age, learning programs and training structures are often presented in an electronic format! This saves money on material costs as well as labor expenditures on the employees needed to produce, distribute, and orientate individuals on the context of the paperwork. Example: Wal-Mart offers managerial training programs online for individuals interested in moving up in the organizational ladder into a management position. They also have mandatory general employee development courses on their corporate intranet that all employees are required to complete regularly as a condition of continued employment. Immediate Confirmation Book: Based on the idea that people learn best if reinforcement and feedback are given after training. Perspective: Recognition and constructive criticism. Recognize the effort and progress of the individuals, and offer constructive criticism where it is needed. Always try to maintain the positive approach in suggestion possible critiques and corrections.

Example: Trial and error. Practice, as you were saying earlier today. Combining positive reinforcement and constructive criticism along with repetition will temper ones ability and confidence in learning how to complete a task. Informal Training Book: Training that occurs through interactions and feedback among employees. Perspective: A form of on the job training that isn't necessarily provided by company training programs but instead by consulting other workers on improved and more personalized methods of completing tasks. Example: Some things on the job don't necessarily need to be taught through formal training methods. Small modifications to the job completion process that may affect such things as efficiency and productivity can be learned by querying more experienced individuals within the workplace. Knowledge Management Book: The way an organization identifies and leverages knowledge in order to be competitive. Perspective: In my mind, I equate this to the intellectual work-flow analysis & management. Example: The technology industry. The technology industry is always rapidly expanding and growing, with new technologies and breakthroughs breaching the ceiling every couple of months. Companies in this industry rely on ever evolving knowledge to keep a level, if not marginal edge on their competition. They must be able to recognize and research upcoming trends and manage their intellectual resources to match or counter them. Massed Practice Book: Practice performed all at once Perspective: Practices that occurs during one time period, probably at the beginning of employment, instructing the new hire on the criteria of their job. Example: Orientation Book: Planned introduction of new employees to their jobs, co-workers, and the organization. Perspective: