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HRM Quiz 1

The document discusses key aspects of training and human resource management. It covers: 1) The systems approach to training which involves needs assessment, program design, implementation, and evaluation. 2) Different types of training needs assessment including organizational analysis, job knowledge analysis, and person analysis. 3) On-the-job training is generally the most effective method but is often the least used and most poorly implemented.

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2K views2 pages

HRM Quiz 1

The document discusses key aspects of training and human resource management. It covers: 1) The systems approach to training which involves needs assessment, program design, implementation, and evaluation. 2) Different types of training needs assessment including organizational analysis, job knowledge analysis, and person analysis. 3) On-the-job training is generally the most effective method but is often the least used and most poorly implemented.

Uploaded by

Isz Electronite
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOC, PDF, TXT or read online on Scribd
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QUIZ 1 (BM2203A, BM2302M) INTRODUCTION TO HUMAN RESOURCE MANAGEMENT (HRM533) NAME : _______________________________

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STUDENT NO/ PROGRAM : ______

The systems approach to training involves (1) needs assessment, (2) program design, (3) implementation, and (4) evaluation. Training is oriented towards broadening employees' individual skills for future responsibility. The three different types of training needs assessment are organizational analysis, job knowledge analysis, and person analysis. Although important in determining training program success, organizations conduct a needs assessment less than half the time before initiating a training program. Trainee readiness refers to both maturity and experience factors in a trainee's background. A major advantage of programmed instruction is that it incorporates a number of established learning principles. By far the greatest proportion of training is spent on rank and file employees and their supervisors. Instructional objectives are a key component in the design of a training program. Orientation is the formal process of familiarizing new employees with the organization, their job, and their work unit. Although on-the-job training (OJT) is generally regarded as the most effective means of facilitating learning at the workplace, it is the least common method used for training. Feedback to trainees is important for motivational purposes as well as knowledge of results. Data such as direct and indirect labor costs, turnover, and unemployment rate provide clues to organizations about training needs. The performance-centered objective is not widely used because it lends itself to a biased evaluation of results. Feedback to trainees is important for motivational purposes as well as knowledge of results. The success of any training effort depends more upon the content of the program than on the teaching skills and personal characteristics of those conducting the training. If one were using the on-the-job training method of training, the first step would be to present the operations and knowledge to the learner. Although on-the-job training (OJT) is generally regarded as the most effective means of facilitating learning at the workplace, it is often the most poorly implemented.

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Internship programs that are done well benefit students, schools, and employers. Most organizations go to great lengths to accurately evaluate training programs. Classroom instruction is cost-effective because it allows the maximum number of trainees to be handled by the minimum number of instructors.

END OF QUESTION

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