The document discusses employee training and development in organizations. It defines training as the acquisition of capabilities to help achieve organizational goals. It also defines employee orientation as the introduction of new hires to their jobs, coworkers, and company. The overall goal of orientation is to help new employees learn about the organization so they can quickly start contributing. Training programs aim to increase productivity, reduce turnover, improve effectiveness, and foster favorable impressions. Assessment tools for development include assessment centers, psychological testing, and performance appraisals. In-house development approaches include management coaching, committee assignments, job rotation, and mentoring.

2. the process where people acquire capabilities to
aid in the achievement of organizational goals.

3. Orientation is the planned introduction
of new employees to their jobs, coworkers, and the organization.

4. a)
b)
c)
Company policies, rules and regulations
Corporate Mission and Vision, company
officers, and corporate goals and objectives, its
products and services and other important
clienteles.
Explain company pay system, benefits, and
other services available to employees and their
families.

5. d. Provide overview of job setting and
work rules.
e. Introduce the employee to coworkers and the company’s working
environment.
f. Safety rules and health programs.

6. 
The overall goal of orientation is to help new
employees learn about the organization as soon
as possible so that they can begin contributing
to the company’s goals and objectives.

7. 1.
Productivity enhancement
2.
Turnover reduction
3.
Organizational effectiveness
4.
Favorable employee impression
5.
Enhance interpersonal acceptance

8. A.
Basic Skills - Skills needed to perform one’s
job effectively
B.
Advanced Skills – The use of technology to
share with other employees
C.
Understanding of the Customer Needs – The
global market is quality competitive

9.  The
ff. factors influence the motivation to
learn:
a) Self-efficacy
b) Understanding the Benefits or
Consequences of Training
c) Awareness of Training Needs, Career
Interests and Goals
d) Basic Skills

10. a)
b)
c)
d)
e)
f)
Employees need to know why they should
learn
Employees need to use their own
experience as bases for learning
Employees need to have the opportunity to
practice
Employees need feedback
Employees learn by observing and
interacting with others
Employees need training programs to be
properly coordinated and arranged

11. •
The need for training is usually indicated in
the ff. instances:
a) When required skill is not possessed by anyone
b)
c)
d)
e)
f)
g)
in the workforce;
When an employee’s performance is below
standard, but he has the potential to improve his
productivity;
When morale or production is low;
When there is a fast turnover of personnel;
When the rate of absenteeism or accident is
high;
When restiveness or dissatisfaction mounts;
When new technology is introduced.

12.  Training
needs may be ascertained by
considering the ff. questions:
a) Is there a problem to be solved?
b) Where does it exist (which
department)?
c) Who needs the training?
d) What is the nature of the training?
(remedial or improvement required by
the situation)

13.  Transfer
of training is the practical
application of what was learned in the
program.

14. a)
Presentation Method
b)
Hands-on Training
c)
Group Building Method

15. a)
Learning
b)
Behavior
c)
Results

16. Development refers to formal education, job
experiences, relationships, and assessments of
personality and abilities that employees prepare
for the future.


17. 
The ff. processes are used in the assessment:
a. Assessment Centers
b. Psychological Testing
c. Performance Appraisal

18. 
The ff. are the In-House Approaches:
1. Management Coaching
2. Committee Assignments
3. Job Rotation
4. Assistant-to-the Position
5. Job Enlargement
6. Mentoring

19. 
The ff. are some of the development programs:
1. Formal Education
2. Team building
3. Case Studies
4. Role playing
5. Simulations