TRAINING AND DEVELOPING, Unit III assessment

Question 1  The _____ approach identifies the various work activities required to successfully perform a job. PAQ taskoriented(dung)p.109 workeroriented Both A C 4 points    Question 2  When a KSA deficiency is determined what is the appropriate response. training job aid practice Any of the above depending on the circumstances (dung)p.128 4 points   

Take Test: Unit III Assessment Content Question Completion Status: Question The _ approach identifies the various work activities required to successfully perform a job PAQ task-oriented(dung)p.109 worker-oriented Both A & C points Question When a KSA deficiency is determined what is the appropriate response training job aid practice Any of the above depending on the circumstances (dung)p.128 points Question Organizational analysis should focus on mission and capital resources job analysis human resources and organizational environment both A & C.OKdung)p.103 all of the above points Question 1/4 Performance appraisals are almost always completed by peers and self 360 degree feedback supervisors.(dung)p.120 work planning and review points Question In competencies are defined as "a cluster of related knowledge, skills, and attitudes that differentiate high performers from average performers." North America OK O United Kingdom Australia both A & B all of the above points Question Which of the following focuses on an anticipated performance problem in the future? The PAQ A reactive TNA A proactive TNA(dung)p,140 Work sampling points Question 2/4 The selection process of incumbents in operational analysis should be performed by A supervisor The manager of the organization A head hunter A job analyst(dung)p.103 and 108 points Question _ involves looking at all the influences that could affect employee performance in the organization and determining their fit within organizational goals and objectives Performance analysis Operational analysis Goals analysis Organizational analysis (dung)p.102 Personnel analysis points Question A good HRIS should provide information on Previous positions individuals have held Training that individuals have received Performance levels All of the above p.119(dung) points Question 10 A competency based approach focuses on 3/4 Knowledge and skills Attitudes and personality All characteristics that underlie successful performance (dung)p.116 Motivational characteristics points Question 11 30 points Discuss the proactive approach and the reactive approach to TNA According to Blanchard and Thacker, A training needs analysis (TNA) is a systematic method for determining what caused performance to be less than expected or required Performance improvement is the focus of training Training need analysis (TNA) can have many benefits First, to improve the process which results in spending less time to fix the employee’s mistake and the information can be accessed faster than before Second, to reduce the cost which is used to pay for staff turn over and recruitment is necessary In addition, when staff works more efficiently, it will increase the productivity as well as the money paid for maintenance Blanchard and Thacker mention that there are two approaches to TNA which are called: proactive and reactive The proactive TNA focuses on foreseeing the performance problems which may occur in the future in companies Therefore, strategic plans can be created and applied to help employees handle these changes (Blanchard and Thacker, 2010) For example Heinz, a food manufacturer, when they decided to use a higher technology to produce the ketchup, they did the training before the new machine was bought In the proactive TNA, the manager will need to conduct three analyses (Blanchard and Thacker, 2010), they include: The organization analysis: the proactive begins with the plan in order to help the organization adapt the expected changes and new objectives 4/4 The operational analysis: job analysts collect information on the current and future tasks to identify the KSAs required to perform effectively in different areas such as societal values, political and legal issues, economics, market, labor, and technology, and also how those changes would affect the fob in question The person analysis: the evaluation can be identical for the proactive and reactive, and the provided information must be applicable The reactive TNA focuses on identifying the current problems in the job performance and determine if the training is needed Example may include new technology, high staff turnover, high accident rate, increasing customer complaints, and poor management practices In the reactive TNA, the organization analysis, operational analysis, and person analysis are also conducted, however it only focuses on one particular department or the issue on a particular part of the job (Blanchard and Thacker, 2010) The organizational analysis: This analysis deals with a KSA problem and additional roadblocks might exist that would hinder performance even if the KSAs were learned The operational analysis/person analysis: these analyses are conducted to identify the cause of the current gap between expected performance (EP) and actual performance (AP) In short, Blanchard and Thacker believe (2010) that with proactive TNA, the focus is on planned changes to jobs and performance expectations while the reactive TNA is far more common and is a response to a current PC because the TNA needs to be completed more quickly because the gap is already affecting productivity Reference Blanchard, N.P., & Thacker, J (2010) Effective training, systems, strategies and practices (Custom 4th ed.) Upper Saddle River, NJ: Prentice Hall 5/4 Question 12 30 points Define criterion deficiency and criterion contamination Criteria are not only created for orientation purposes of training programs but also used as a measure of training success According to Blanchard and Thacker (2010), criterion deficiency is the portion of the ultimate criterion that is not measured by the actual criterion while criterion contamination is the portion of the actual criterion that is not related to the ultimate criterion Training organizations and trainers should consider limiting the scope of criterion deficiency and criterion contamination at minimum level because they concern these kinds of criteria could create for unsuccessful training results due to cannot reach their ideal goals The majority proportion of these factors will create bad results for the training programs, their valuable expenses and time spent have gone for nothing Blanchard and Thacker (2010), criterion deficiency which should have achieved as planned is unreachable During the training program, criterion deficiency can be external factors such as noise of the plant, climate in the plant some types of spare part require to be machined, etc These factors could be accepted as minor errors Blanchard and Thacker (2010) indicate that criteria contamination, this part of the reality criterion does not overlap with the ultimate criterion There are two main categories of contamination are error and bias Error is random variation and it is not correlated with anything Bias is more concerned than error However, if the error is too large, it can be a problem The high error content can be caused by poorly trained evaluators or poor facilities of training room (Blanchard and Thacker, 2010) Error can be by out of controlling But bias can be foreseen by reviewing the criteria by group taking to limit mistakes There are four sources of such bias 6/4 which are opportunity bias, group characteristic bias, bias in ratings, and knowledge of predictor bias Criteria contamination, this part of the reality criterion does not overlap with the ultimate criterion, its categories are error and bias Error is ransom variation and don’t meet any expectations of event, or not effect to the event result This most concerning is bias (Blanchard and Thacker, 2010).The training result can be high effective if it causes by poor facilities of training room or trained evaluators Error can comes by out of controlling, but bias can be foreseen by reviewing the criteria by group taking to limit mistake Bias includes three subcategories such as opportunity bias, group characteristic bias, and bias in performance ratings (Blanchard and Thacker, 2010) Blanchard and Thacker (2010) show that opportunity bias occurs when certain individuals have some advantage that provide them with a higher level of performance, irrespective of their own skill level Group characteristic bias happens if the group creates higher (or lower) performance, regardless of an individual’s capacity Bias in performance ratings is another possible contamination which is correlated with variables used by raters in their subjective judgments The final possible contamination is knowledge of predictor The criterion for success in training program could be thought of as a predictor of later performance on the job Reference Blanchard, N.P., & Thacker, J (2010) Effective training, systems, strategies and practices (Custom 4th ed.) Upper Saddle River, NJ: Prentice Hall 7/4 criterion contamination exists whenever nonperformance factors influence the job performance scores assigned to individuals ( Borman, 1991 ) These nonperformance factors can take the form of a systematic bias such as leniency effects , or can be random, such as measurement error ( Muchinsky, 1995 ; see reliability ) Because contamination lowers construct validity , criterion contamination and criterion relevance are inversely related, such that increasing contamination decreases relevance ( 1991 ) Job behavior, performance, and effectiveness In , Handbook of Industrial and Organizational Psychology , 2nd edn , vol Palo Alto, CA : Consulting Psychologists Press , pp 271 – 326 ( 1995 ) Psychology Applied to Work Pacific Grove, CA : Brooks/Cole log in or subscribe to read full text criterion deficiency implies that the measures used to assess job performance fail to assess one or more aspects of the criterion domain considered to be part of the conceptual criterion For instance, deficiency would exist if a component of the job of secretary is word processing and there is no criterion measure which assesses competency in performing word‐processing tasks Thus, increases in deficiency imply decreases in criterion relevance ( Borman, 1991 ) Examining for deficiency requires that the content validity of the criteria be considered ( 1991 ) Job behavior, performance, and effectiveness In , Handbook of Industrial and Organizational Psychology , 2nd edn , vol Palo Alto, CA : Consulting Psychologists Press , pp 271 – 326 c RITERION CONTAMINATION: "Criterion contamination is used sometimes to determine what outcomes would be if a certain factor were manipulated 8/4