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MANA 444: post mid study Questions and Answers 100% Pass Potential solutions to performance gaps - ANSWER-- do employees have adequate resources? - are goals clear? - is outcome of employees performance visible and known to employee? IF NO, FIX. - is person punished for desirable behaviour? ...

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  • November 11, 2024
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MANA 444: post mid study Questions and

Answers 100% Pass


Potential solutions to performance gaps - ANSWER✔✔-- do employees have adequate resources?


- are goals clear?


- is outcome of employees performance visible and known to employee?


IF NO, FIX.




- is person punished for desirable behaviour?


IF YES, FIX.




- is undesirable behaviour rewarded?


IF YES, FIX.




- are there positive consequences for performing as desired?


IF NO, FIX




- clarify goals


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- simplify tasks


- transfer employee to better fit job


- lower expectations....


ETC


Designing the training program (STEPS) - ANSWER✔✔-1. determine training content


2. choose methods


3. incorporate active practice


4. consider active learning


training objectives - ANSWER✔✔-statement of what employees should be able to do after the training

program


roles of key people during the training - ANSWER✔✔-trainee: focuses on specific GOALS and assists in

cognitive organization and reduces anxiety (for job)




trainer: helps define standards, evaluates progress, helps choose training methods and develop content




manager: communicates whats expected to be learned


types of training objectives - ANSWER✔✔-- organizational objectives: describe impact training will have

on organizational/operational outcomes




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- transfer of training objectives: describe impact training will have on trainees behaviour




- learning objectives: describe what will signify that desired learning has occurred




- trainee reaction objectives: describe the desired reactions to training and how/when they will be

measured


4 key elements of desired outcome - ANSWER✔✔-1. who is to perform desired behaviour?


2. what is the actual behaviour used to demonstrate mastery of content?


3. when and where is the behaviour to be demonstrated/ evaluated?


4. what is the standard by which behaviour


will be judged?


final objective: 3 components - ANSWER✔✔-1. perfromance: what trainee will be able to do after the

training


2. condition: tools, time and situation under which trainee is expected to perform behaviour


3. criterion: level of acceptable performance, standard or criteria against which they will be judged


purchase decision factors - ANSWER✔✔-- cost/benefit analysis


- time to design


- time to implement


- # of employees who need training


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- expertise


- extent to which future employees will need training


design matrix - ANSWER✔✔-(FLOW IN ORDER):




Organizational contraints >




training objectives >




training design:


- focus on trainees


- conditions of practices


- facilitating transfer


instructional strategy template - ANSWER✔✔--name of program:


-location:


-classroom configuration:


-target population:


-overall training objective/purpose:


-trainer:


-topic, objectives, learning points, methods, assessment, time, material (FLOW BELOW):

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