Inquizitive-3 | Learning & Development

Development is concerned with the growth of employees in all respects. It involves providing opportunities for employees to enhance their skills, knowledge, and abilities, both personally and professionally. This can include training programs, mentoring, coaching, and other initiatives aimed at improving performance and preparing employees for future roles and responsibilities. Development focuses on the long-term growth and career progression of individuals within an organization, helping them reach their full potential and contribute effectively to the organization's success.

Employee orientation is the correct answer because it refers to the activity that helps new employees become familiar with the organization, their colleagues, supervisors, and company policies. This process is essential for new employees to feel welcomed and to understand their roles and responsibilities within the organization. It typically includes introductions, training sessions, and providing information about the company's culture, values, and expectations. Employee orientation aims to help new hires integrate into the organization smoothly and quickly adapt to their new work environment.

Vestibule training is a type of training that simulates the actual work environment as closely as possible. It involves using equipment and tools that closely resemble the ones used on the job. This allows trainees to familiarize themselves with the equipment and gain practical experience before actually performing the tasks in the real work setting. Therefore, the statement "Vestibule training utilizes equipment which closely resemble the actual ones used on the job" is true.

The ADDIE model is a commonly used instructional design framework that consists of five phases: Analysis, Design, Development, Implementation, and Evaluation. The model focuses on systematic planning and development of effective learning experiences. The correct answer is "Experimentation" because it is not one of the phases included in the ADDIE model. Experimentation refers to the process of testing and refining the instructional materials or methods, which is not explicitly addressed in the ADDIE model.

The completion time of training, cost of resources, and number of trainees are all factors that need to be taken into account when delivering training. These variables can impact the overall effectiveness and efficiency of the training program. The completion time of training can affect scheduling and resource allocation, while the cost of resources can impact the budget and availability of materials. The number of trainees can also influence the delivery method and level of individual attention that can be provided. Therefore, considering these variables is crucial in ensuring successful delivery of training programs.

On-job training refers to a type of training where employees learn and develop their skills while performing their actual job tasks and responsibilities. This type of training allows employees to gain practical experience and knowledge in a real work environment, which enhances their job performance and productivity. It is considered the most flexible type of training as it can be customized to fit the specific needs of the employees and the organization. On-job training is often conducted by experienced colleagues or supervisors who provide guidance and support to the trainees.

The correct answer is Donald Kirkpatrick. Donald Kirkpatrick developed the evaluation of training model.

The final level of the Kirkpatrick model is "Results". This level focuses on evaluating the overall impact and effectiveness of the training or learning program. It assesses whether the desired outcomes and objectives have been achieved and if there has been any positive change in the organization as a result of the training. This level looks at the long-term effects and the return on investment of the training program.

Programmed Learning is a teaching method that involves presenting information in a structured and sequential manner, allowing learners to progress at their own pace. It focuses on teaching skills and presenting facts, and it also provides immediate feedback to the learners. Therefore, the statement "Programmed Learning is a method to teach skills for Job while presenting facts and getting feedback" is true.

A network of part-time mums is not considered a formal learning intervention because it does not involve structured training or educational programs. While e-learning, job shadowing, and job rotation are all formal learning interventions that provide individuals with specific knowledge and skills, a network of part-time mums is more of a social support network rather than a structured learning opportunity.

The final step of the strategic L&D process is the evaluation of L&D contribution. This step involves assessing the effectiveness and impact of the L&D initiatives on the organization's goals and objectives. It helps in determining the return on investment (ROI) of the L&D activities and identifies areas for improvement. By evaluating the L&D contribution, organizations can make informed decisions about future L&D strategies and ensure that the learning initiatives align with the overall business objectives.

KSA (Knowledge, Skill, Abilities) is an acronym generally used to define competency. Competency refers to the combination of knowledge, skills, and abilities that an individual possesses and can effectively apply in a specific context or job role. It encompasses the understanding, practical application, and proficiency in a particular area, allowing individuals to perform tasks and achieve desired outcomes. Therefore, KSA is commonly used to describe competency in various fields and industries.

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Role playing is not an on-the-job training method. It is a training technique where individuals act out specific roles or scenarios to practice and improve their skills in a realistic setting. On-the-job training refers to the process of training employees while they are performing their regular job tasks.

Apprenticeship training aims to provide broad training to enable the trainee to take up a wide variety of tasks within his field of specialization. Unlike other forms of training such as demonstration or on-the-job training, apprenticeship offers a comprehensive learning experience that covers various aspects of the chosen field. It allows the trainee to gain practical skills, theoretical knowledge, and hands-on experience under the guidance of experienced professionals. By participating in apprenticeship programs, individuals can develop a versatile skill set and become proficient in different tasks within their specialized field.

Consideration of current and projected changes is a method used in group or organizational training needs assessment. This involves analyzing the current state of the organization and identifying any potential future changes that may impact the training needs of the employees. By considering these changes, trainers can develop training programs that address the specific needs and challenges that may arise in the organization. This method helps ensure that the training provided is relevant and aligned with the goals and objectives of the organization.

Action learning is a training technique that allows trainees to solve problems and work in different departments. It involves a collaborative and experiential learning process where individuals learn from their own experiences and the experiences of others. Through this technique, trainees gain practical skills, problem-solving abilities, and a broader understanding of the organization. It promotes active participation, reflection, and continuous improvement.

The use of evaluation models is a step in the training process. Evaluation models are used to assess the effectiveness and impact of the training program. These models help in measuring the learning outcomes, identifying areas of improvement, and determining the overall success of the training. By using evaluation models, organizations can gather data and feedback to make informed decisions about the training program and make necessary adjustments to enhance its effectiveness.

The correct answer is Four. The systematic training cycle consists of four stages: analysis, design, implementation, and evaluation. In the analysis stage, the training needs are identified and assessed. In the design stage, the training objectives, content, and methods are developed. In the implementation stage, the training is delivered to the learners. And in the evaluation stage, the effectiveness of the training is assessed to determine if the objectives were met and if any improvements are needed.

IBM uses the virtual environment Second Life for orientation.