Term
| Future Trends That Will Affect Training |
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Definition
Increased use of new technologies for training delivery
Increased demand for training for virtual work arrangements
Increased emphasis on capturing and sharing intellectual capital.
Increased use of true performance support.
Increased emphasis on performance analysis and learning for business enhancement
Increased use of training partnerships and outsourcing training
A change model perspective to training and development. |
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Term
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Definition
| refers to an interaction between two or more people mediated by a computer. |
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Term
| two training challenges for virtual work arrangements |
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Definition
| First, companies have to invest in training delivery methods that facilitate digital collaboration.Second, companies having knowledge, knowing which employees posses it, and sharing knowledge within and across functions, teams, and inidividuals are critical for effectiveness. |
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Term
| Performance analysis approach: |
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Definition
| involves identifying performance gaps or deficiencies and examining training as one possible solution for the business units (the customers). |
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Term
| resistance to change, loss of control, power imbalance, and task redefinition. |
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Definition
| The four change-related problems that need to be addressed before implementation of any new training practice |
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Term
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Definition
| mangers' and employees' unwillingness to change. Managers and employees may be anxious about change, feel they will be unable to cope, value the current training practice, or not understand the value of the new practice. |
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Term
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Definition
| relates change to managers' and employees' ability to obtain and distribute valuable resources such as data, information, or money. Changes can cause managers and employees to have less of this over resources. Change can also give managers and employees this over processes that they have not previously been involved in (choosing which training programs to attend). |
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Term
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Definition
| refers to the ability to influence others. Managers may lose the ability to influence employees as employees gain access to databases and other information, thus getting more autonomy to deliver products that services. |
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Term
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Definition
| a web-based training method that creates change in mangers' and employees' roles and job responsibilities. Employees may be asked not only to participate in training but also to consider how to improve its quality. Managers may be asked to become facilitators and coaches. |
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Term
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Definition
complete review of critical processes and the redesign of those processes to make them more efficient and able to deliver high quality.
Critical to ensuring that the benefits of new training and development programs will be realized.
Important when trainers attempt to deliver training using new technology.
Important when training departments try to streamline administrative processes and improve the services they offer to their “customers.” |
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Term
| The Re-enginering Process |
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Definition
Identify the process
Understand the process
Redesign the process
Implement the new process |
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Term
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Definition
| a planned, systematic change process that uses behavioral science knowledge and techniques to improve companies' effectiveness by improving relationships and increasing learning and problem-solving capabilities. |
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Term
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Definition
| the process of ensuring that new interventions such as training practices are accepted and used by employees and managers. |
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Term
| 4 issues need to be addressed in order to facilitate the change management process. |
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Definition
Overcoming resistance to change
Managing the transition to the new practice
Shaping political dynamics
Using training to make change stick |
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Term
| The 3 Change Interventions |
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Definition
Survey Feedback
Process consultation
Group Interventions: |
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Term
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Definition
| the process of collecting information about employees' attitudes and perceptions using a survey, summarizing the results, and providing employees with feedback to stimulate discussion, identify problems, and plan actions to solve problems. |
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Term
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Definition
| a consultant works with managers or other employees to help them understand and take action to improve specific events that occur at work. May involve analysis of relationships between employees, the work flow, how decisions are made, communication patterns, or other behaviors. The consultant helps employees diagnose what processes need to be improved. |
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Term
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Definition
| This involves employees from different parts of the organization. They may also involve customers and other important stakeholders from outside the company. The interventions bring together the participants in an off-site setting to discuss problems and opportunities or to plan change. |
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