Questions and Answers of Employee Benefits

6. Go to www.capellauniversity.edu, the Web site for Capella University—a university that offers online courses. Click on Online Learning on the left side of the page. View the short course demo
5. Go to www.isense.com, the Web site for InterSense, a company that develops and markets motion tracking projects used for commercial applications. Click on either Military or Industrial markets.
4. Go to www.mzinga.com. Mzinga provides software solutions for learning. Click on Technology. Then click on Mzinga Social Learning Suite. What learning solutions are provided by the Social Learning
3. Go to www.skillsoft.com, the Web site for Skillsoft, a company that specializes in providing e-learning solutions. Move the cursor over Info Center, then over Demos. Click on Business Skills
2. The Interactive Patient is a realistic interactive computer simulation of a patient’s visit to a physician’s office. The Interactive Patient is a Web-based training program used to train
1. Using only the Web, further investigate any new technology discussed in this chapter.Utilizing any search engine on the Web (e.g., Google, Yahoo), conduct a search for information about the
12. Why would a company use a combination of face-to-face instruction and Web-based training?
11. Distance learning can be used to deliver a lecture to geographically dispersed trainees.How might distance learning be designed and used to avoid some of the learning and transfer of training
10. What is repurposing? How does it affect the use of new technologies in training?
9. Explain learner control, sharing, and linking. How do they contribute to the effectiveness of e-learning?
8. How can interactive voice technology and imaging help with training administration?
7. What are some potential problems with using virtual reality technology for training?
6. Is all Internet training the same? Explain.
5. Discuss how new technologies make it easier to learn. How do they facilitate transfer of training?
4. Are training support technologies always needed? Justify your answer.
3. What are the differences between expert systems and electronic performance tools?
2. What are some advantages and disadvantages of multimedia training?
1. Explain how technology has changed the learning environment.
7. Use of new technology fits into the organizational culture or business strategy.
6. Current training methods allow limited time for practice, feedback, and assessment.
5. Employees have a difficult time attending scheduled training programs.
4. The increased use of new technology is part of the company’s business strategy. New technology is being used or implemented in manufacturing of products or service processes.
3. Trainees are comfortable using technology, including the Web, personal computers, and CD-ROMs.
2. Trainees are geographically dispersed and travel costs related to training are high.
1. Sufficient budget and resources will be provided to develop and support the use of new technology.
9. Identify and explain the benefits of learning management systems.
8. Compare and contrast the strengths and weaknesses of traditional training methods versus those of technology-based training methods.
7. Recommend what should be included in an electronic performance support system.
6. Describe to a manager the different types of distance learning.
5. Explain the strengths and limitations of e-learning, mobile technology training methods (such as iPods), and simulations.
4. Explain how learning and transfer of training are enhanced by new training technologies.
3. Evaluate a Web-based training site.
2. Discuss potential advantages and disadvantages of multimedia training.
1. Explain how new technologies are influencing training.
7. Go to www.5off5on.com, the Web site for Pit Instruction and Training, a company that provides training for racing pit crews as well as team training. Enter the site. Click on Lean Performance U
6. Go to www.drumcafe.com, a company that specializes in corporate team building through the use of drum circles. Review the Web site and answer the following questions:a. What are drum circles? What
5. Go to www.doleta.gov/atels_bat/, the U.S. Department of Labor’s Registered Apprenticeship Web site. Complete one of the following activities by writing a short paper and/or discussing your
4. Review one of the following Web sites, which feature simulations: www.incomeoutcome.com or www.celemi.com.Describe the situation that the simulation is designed to represent. What elements in the
3. Divide into teams of two students. One student should be designated as a “trainer,” the other as a “trainee.” The trainee should briefly leave the room while the trainer reads the
2. Go to www.sabrehq.com, the Web site for Sabre Corporate Development. Click on Team Building Events. Choose one of the activities and events found on this page, and review it. Discuss what you
1. Choose a job with which you are familiar. Develop a self-directed learning module for a skill that is important for that job.
9. Discuss the steps of an action learning program. Which aspect of action learning do you think is most beneficial for learning? Which aspect is most beneficial for transfer of training? Explain
8. Why are apprenticeship programs attractive to employees? Why are they attractive to companies?
7. What are some reasons why on-the-job training can prove ineffective? What can be done to ensure its effectiveness?
6. Table 7.10 compares training methods on a number of characteristics. Explain why simulation and behavior modeling receive high ratings for transfer of training.
5. What are the components of effective team performance? How might training strengthen these components?
4. How can the characteristics of the trainee affect self-directed learning?
3. Discuss the process of behavior modeling training.
2. If you had to choose between adventure learning and action learning for developing an effective team, which would you choose? Defend your choice.
1. What are the strengths and weaknesses of the lecture, the case study, and behavior modeling?
6. The display presents models engaging in both positive use of key behaviors and negative use (ineffective models not using the key behaviors).
5. A review of the key behaviors is included.
4. Each key behavior is repeated. The trainee is shown the relationship between the behavior of the model and each key behavior.
3. An overview of the key behaviors is presented.
2. The model is credible to the trainees.
1. The display clearly presents the key behaviors. The music and the characteristics of the situation shown in the display do not interfere with the trainee seeing and understanding the key behaviors.
5. Develop an evaluation package that includes evaluation of the trainee and evaluation of the self-directed learning package. Trainee evaluation should be based on the objectives(a process known as
4. Break the content into smaller pieces (“chunks”). The chunks should always begin with the objectives that will be covered and include a method for trainees to evaluate their learning. Practice
3. Develop the content for the learning package. This involves developing scripts (for video)or text screens (for computer-based training). The content should be based on the traineecentered learning
2. Write trainee-centered learning objectives directly related to the tasks. Because the objectives take the place of the instructor, they must indicate what information is important, what actions
1. Conduct a job analysis to identify the tasks that must be covered.
8. Praise the trainees for their success in learning the task.
7. If mistakes are made, have the trainees practice until accurate reproduction is achieved.
6. Have the trainees do the entire task and praise them for correct reproduction.
5. Have the trainees do one or more single parts of the task and praise them for correct reproduction (optional).
4. Show the trainees how to do it again.
3. Explain the key points or behaviors. (Write out the key points for the trainees, if possible.)
2. Show the trainees how to do it without saying anything.
1. Tell the trainees the objective of the task and ask them to watch you demonstrate it.
6. Evaluation of employees’ levels of basic skills (reading, computation, writing) before OJT.17
5. Availability of lesson plans, checklists, procedure manuals, training manuals, learning contracts, and progress report forms for use by employees who conduct OJT.
4. Training of managers and peers in the principles of structured OJT (see Table 7.2).
3. A thorough review of OJT practices (program content, types of jobs, length of program, cost savings) at other companies in similar industries.
2. A clear specification of who is accountable for conducting OJT. If managers conduct OJT, this is mentioned in their job descriptions and is part of their performance evaluations.
1. A policy statement that describes the purpose of OJT and emphasizes the company’s support for it.
7. Discuss what team training should focus on to improve team performance.
6. Explain the conditions necessary for adventure learning to be effective.
5. Discuss the key components of behavior modeling training.
4. Develop a self-directed learning module.
3. Develop a case study.
2. Provide recommendations for effective on-the-job training.
1. Discuss the strengths and weaknesses of presentational, hands-on, and group building training methods.
4. The article discusses the use of video gaming by Cold Stone and Canon. How would you evaluate the effectiveness of video gaming (choose either Cold Stone or Canon)? What outcomes would you
3. Do you believe that some generations (e.g., baby boomers, Generation Y, Generation X) of employees will react more positively to video games used for training than other generations? Why?Explain
2. What features does a video game need to have to be an effective training method?
1. How can video games be used to enhance learning?Transfer of training?
7. Go to www.roiinstitute.net, the web site for ROI Institute, Inc., the leading resource on research, training, and networking for practitioners of the Phillips ROI Methodology.TM Click on
6. The 100-employee information technology department of a financial services company had a high turnover rate. A survey of employees revealed that the reason most left was dissatisfaction with the
5. Cablevision developed an e-learning course that taught salespersons how to increase the number of cable television subscribers, thereby increasing revenue. The company wants to know if
4. Sears designed a training program to improve tool and hardware sales. The two-hour program involved distance learning and was broadcast from the Sears training facility to 50 salespersons at 10
3. Ask your instructor for a copy of the evaluation form, survey, or rating sheet that is used by your college, university, or business to evaluate the course or program in which you are using this
2. Domino’s Pizza was interested in determining whether a new employee could learn how to make a pizza using a computer-based training method (CD-ROM). The CD-ROM application addresses the proper
1. Consider this course as a training program. In teams of up to five students, identify(a) the types of outcomes you would recommend to use in evaluating this course and(b) the evaluation design you
10. What acceptable methods can be used to show the costs and benefits of training without collecting statistics and conducting analyses? Explain these methods and their strengths and weaknesses
9. What metrics might be useful for evaluating the effectiveness of a company’s training function? Discuss and rate their importance.
8. What practical considerations need to be taken into account when calculating a training program’s ROI?
7. A group of managers (N25) participated in the problem-solving module of a leadership development program two weeks ago. The module consisted of two days in which the group focused on the correct
6. How might you estimate the benefits of a training program designed to teach employees how to use the World Wide Web to monitor stock prices?
5. This chapter discussed several factors that influence the choice of evaluation design.Which of these factors would have the greatest influence on your choice of an evaluation design? Which would
4. What are results outcomes? Why do you think most organizations don’t use results outcomes for evaluating their training programs?

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