Which of the following is the most common method used for training non managerial employees?

What are the phases of the systemic/strategic model of training?
(A) needs assessment, design, implementation, and evaluation
(B) planning, design, needs assessment, and evaluation
(C) design, needs assessment, management, and evaluation
(D) design, needs assessment, implementation, and evaluation

What are the steps in behaviour modelling?
(A) design, learning points, reinforcement, and feedback
(B) learning points, implementation, role-play, and feedback
(C) design, implementation, role-play, and feedback
(D) learning points, modelling, role-play, and feedback

Accounting Power Inc. is a Canadian employment agency that provides professional accounting services to various businesses across the country. In the last couple of years, the firm has been slowly losing clients, which is impacting its bottom line. Interviews done with some clients revealed that Accounting Power Inc. employees are not as sharp as they used to be and, lately, there have been too many inconsistencies and errors with their work. In the last recession, managers could not justify how the training was adding value to the agency. These programs were not viewed as strategic imperatives and most of them were cut.

If Accounting Power Inc. wanted to evaluate its training programs, what are the four basic criteria for such an evaluation?
(A) reactions, learning, behaviour, and results
(B) trainee readiness, aptitude to learn, feedback, and return on investment
(C) reactions, behaviour, feedback, and trainee readiness
(D) behaviour, trainee readiness, ability to learn, and attitude about learning

The strategic approach to training makes the critical connection between strategic objectives and training programs. The systems approach involves four phases: needs assessment, program design, implementation, and evaluation.
Needs assessment involves (1) organization analysis, by which managers decide where training is needed, how it connects with goals, and what resources will be used; (2) task analysis, by which managers identify the KSAOs that are needed; and (3) person analysis, which is identifying who needs training and who does not.
Program design involves determining program objectives, preparing the readiness and motivation of trainees, and choosing instructors.
Implementation involves delivery of the training and can be done in a number of ways, or a
combination of them. Possible delivery methods include on-the-job training, apprenticeships, internships, programmed instruction, computer-based instruction, simulations, seminars, case studies, management games, and behaviour modelling.
Evaluation consists of reactions, learning, behaviour change, and results. Reactions involve assessing the trainees' comments and feedback about the program. Learning involves assessing whether participants actually learned anything from the program. Behaviour refers to application of principles from the training onto the job. Results refer to bottom-line utility and productivity improvements achieved by conducting the program.

Sets with similar terms

What are training methods for non managerial employees?

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