1 Which Of The Following Statements About Learning Objectives Is Tru ✓ Solved

1. Which of the following statements about learning objectives is true? (Points : 1) You must always include three components: outcome, conditions, and standards. They should be general so not to limit the training. Anyone reading the objective should be able to tell you what the trainees must do to show they have learned the KSAs. Specific standards are helpful but not always necessary.

Question 2. 2. A basic premise in Social Learning Theory is (Points : 1) A person can only learn by behaving in some way. A person can learn merely through observation. Events can be learned without being processed.

Consequences of behavior do not influence learning. Question 3. 3. Which of the following is true about OJT? (Points : 1) It is one of the more expensive training methods. Most OJT done by small businesses uses the JIT method.

When using the JIT method of OJT, the first step is “Present.†OJT generally uses experienced coworkers or supervisors as trainers. Question 4. 4. Input into the developmental phase of the training model comes from (Points : 1) Needs analysis. Design.

Evaluation. Both B & C. None of the above. Question 5. 5.

A broad grouping of knowledge, skills, and attitudes that enable a person to be successful at a number of similar tasks is known as a (Points : 1) Competency. Test. Job analysis. Strategy. Skill set.

Question 6. 6. Which of the following statements regarding job analysis is true? (Points : 1) In the task-oriented approach, you first identify the tasks before determining the KSAs required. KSAs are made up of multiple competencies. The worker-oriented approach goes directly to determining the KSAs, then determines the tasks so it is more effective.

The PAQ is more effective than the task-oriented approach. Competency modeling is a more scientific approach and job analysis is not as relevant anymore. Question 7. 7. In the training model, a triggering event is (Points : 1) an organization performance gap a signal that training has been successful a type of behavioral-based evaluation input into the development phase of training None of the above Question 8.

8. The authors use the acronym KSA to refer to what? (Points : 1) Keep it Simple, and have the right Attitude Knowledge, skills, and attitudes Knowledge, strategy, and aptitude Knowledge skills and abilities Question 9. 9. Which of the following sources is an input to the analysis process? (Points : 1) The organization structure Problematic operational areas The people within the operational areas Both B & C All of the above Question 10. 10. _____ are measures of the trainee’s perceptions, emotions, and subjective evaluations of the training experience. (Points : 1) Reaction outcomes Learning outcomes Job behavior outcomes Organizational results Value outcomes Question 11.

11. Discuss the differences in developing employees for their current job versus for a future job and include an explanation of how the needs analysis differs. (Points : 1) Question 12. 12. List five sources of data for person analysis and their training need implications. (Points : 1) Question 13. 13.

Describe how the model of training processes serves as a problem solving tool. Include a brief explanation of each of the five phases. (Points : 2) Health Insurance Benefits 0 responses DISCUSSION 1 Managers need to understand the impact on the financial viability of a health service organization for providing care to the uninsured or underinsured. Review the following case scenario and provide a substantive 250 to 300 word response that thoroughly answers each of the following questions: Joe Smith is a 27- year-old Caucasian male who works two part-time jobs for two different construction companies. Joe has been having dizzy spells off and on for the past two months. While driving to work one day, he loses consciousness and is involved in a motor vehicle accident.

Joe is admitted to your not-for-profit hospital with a broken leg and multiple lacerations. Does Mr. Smith fit the typical profile for an uninsured person in the United States? Justify your answer. How will your hospital most likely be reimbursed for Mr.

Smith’s medical care? During the recent economic downturn, your community has experienced unemployment rates of approximately 9%. What can be done to mitigate the effects of the financial impact to your organization? Utilize at least one scholarly source, cited in correct APA format that supports factual statements and conclusions about the topic. Review several of your classmates’ posts.

DISCUSSION 2 Managing Financial Budgets 0 responses Health care financial management is complex and an effective health care administrator must understand what makes up the foundation to financial operations. This includes: health insurance (private and social) and reimbursements, private vs. not-for profit entities, costs and expenditures, capital, materials management, and budgeting. Provide a substantive 250 to 300 word initial post that fully answers the following questions: · Outline and discuss the major categories of reimbursements and costs in a health care organization. How do they influence each other? · In addition, how do expenses and revenues affect the specific types of budgets outlined?

Utilize at least one scholarly source, cited in correct APA format that supports factual statements and conclusions about the topic. Health Insurance Benefits 0 responses DISCUSSION 1 Managers need to understand the impact on the financial viability of a health service organization for providing care to the uninsured or underinsured. Review the following case scen ario and provide a substantive 250 to 3 00 word response that thoroughly answers each of the following questions: Joe Smith is a 27 - year - old Caucasian male who works two part - time jobs for two different construction companies. Joe has been having dizzy spells off and on for the past two months. While driving to work one day, he loses consciousness and is involved in a motor vehicle accident.

Joe is admitted to your not - for - profit hospital with a broken leg and multiple lacerations. Does Mr. Smith fit the typical profi le for an uninsured person in the United States? Justify your answer. How will your hospital most likely be reimbursed for Mr.

Smith’s medical care? During the recent economic downturn, your community has experienced unemployment rates of a pproximately 9%. What can be done to mitigate the effects of the financial impact to your organization? Utilize at least one scholarly source, cited in correct APA format that supports factual statements and conclusions about the topic. Review several of your classmates’ posts.

DISCUSSION 2 Managing Financial Budgets 0 responses Health care financial management is complex and an effective health care administrator must understand what makes up the foundation to financial operations. This includes: health insurance (private and social) and reimbursements, private vs. not - for profit entities, costs and expenditures, capital, materials management, and budg eting. Provide a substantive 250 to 30 0 word initial post that fully answers the following questions: · Outline and discuss the major categories of reimbursements and costs in a health care organization. How do they influence each other? · In addition, how do expenses and revenues affect the specific types of budgets outlined?

Utilize at le ast one scholarly source, cited in correct APA format that supports factual statements and conclusions about the topic. Health Insurance Benefits 0 responses DISCUSSION 1 Managers need to understand the impact on the financial viability of a health service organization for providing care to the uninsured or underinsured. Review the following case scenario and provide a substantive 250 to 300 word response that thoroughly answers each of the following questions: Joe Smith is a 27- year-old Caucasian male who works two part-time jobs for two different construction companies. Joe has been having dizzy spells off and on for the past two months. While driving to work one day, he loses consciousness and is involved in a motor vehicle accident.

Joe is admitted to your not- for-profit hospital with a broken leg and multiple lacerations. Does Mr. Smith fit the typical profile for an uninsured person in the United States? Justify your answer. How will your hospital most likely be reimbursed for Mr.

Smith’s medical care? During the recent economic downturn, your community has experienced unemployment rates of approximately 9%. What can be done to mitigate the effects of the financial impact to your organization? Utilize at least one scholarly source, cited in correct APA format that supports factual statements and conclusions about the topic. Review several of your classmates’ posts.

DISCUSSION 2 Managing Financial Budgets 0 responses Health care financial management is complex and an effective health care administrator must understand what makes up the foundation to financial operations. This includes: health insurance (private and social) and reimbursements, private vs. not-for profit entities, costs and expenditures, capital, materials management, and budgeting. Provide a substantive 250 to 300 word initial post that fully answers the following questions: ï‚· Outline and discuss the major categories of reimbursements and costs in a health care organization. How do they influence each other? ï‚· In addition, how do expenses and revenues affect the specific types of budgets outlined? Utilize at least one scholarly source, cited in correct APA format that supports factual statements and conclusions about the topic.

Paper for above instructions

Assignment Solution

Learning Objectives and Theoretical Frameworks

1. Learning Objectives
Learning objectives are pivotal in creating effective training programs. They guide the development and evaluation of training content, ensuring that both trainers and trainees have clear expectations of what is to be accomplished. The true statement regarding learning objectives from the given options is that “anyone reading the objective should be able to tell you what the trainees must do to show they have learned the KSAs (Knowledge, Skills, and Abilities)” (Mager, 1984). This clarity enforces the importance of specificity in learning objectives, allowing trainees and educators to evaluate progress efficiently.
In training design, it is often recommended to include three components: the outcome, conditions, and standards (Kirkpatrick & Kirkpatrick, 2006). While specificity is beneficial, making objectives overly restrictive can limit creativity in learning. However, general objectives can become ambiguous, which hinders the effectiveness of training. Therefore, an effective learning objective balances specificity with a clear representation of expectations.
2. Social Learning Theory
Social Learning Theory, proposed by Bandura (1977), emphasizes that individuals can learn through direct experience and observation of others. While it is true that a person can only learn by behaving in some way, the statement that is most aligned with the theory is: “A person can learn merely through observation.” This underpins the significance of role models in training environments, as trainees can emulate desired behaviors exhibited by more skilled individuals.
3. On-the-Job Training (OJT)
On-the-job training (OJT) is a cost-effective and commonly utilized method for employee development. The correct statement regarding OJT is that “OJT generally uses experienced coworkers or supervisors as trainers.” This peer training allows for immediate application of skills in a real-world context, fostering practical learning and development (Noe, 2017). Although it is crucial to ensure that trainers possess strong communication and mentoring skills for OJT to be effective, the benefits often outweigh the challenges associated with formal training methods.
4. Developmental Phase Input
In the ADDIE model, input into the developmental phase of training primarily comes from “Needs analysis.” Needs analysis serves as a step to identify skill gaps before designing effective training programs. While feedback from design and evaluation are valuable, the needs analysis fundamentally shapes the content and delivery of training (Brinkerhoff, 2006).
5. Competencies in Skill Sets
A broad grouping of knowledge, skills, and attitudes that enables a person to be successful at similar tasks is referred to as a “Competency.” Competencies inform both job performance expectations and training needs (Chen & Xia, 2016). Job analysis can further refine these competencies, aligning them with organizational objectives and individual performance metrics.
6. Job Analysis Approaches
The task-oriented strategy in job analysis first identifies tasks and then determines the KSAs (Knowledge, Skills, Abilities) required. Therefore, the true statement regarding job analysis is: “In the task-oriented approach, you first identify the tasks before determining the KSAs required.” Understanding the nature of job tasks is crucial to ensure that training is relevant and effectively enhances employee performance (Sanchez & Levine, 2013).
7. Triggering Events in Training
In the training model, a triggering event refers to “an organization performance gap.” This gap indicates the necessity for training interventions and serves as the catalyst for organizations to implement training programs to meet specific performance objectives (Kirkpatrick & Kirkpatrick, 2006).
8. KSA Acronym
The acronym KSA refers to “Knowledge, Skills, and Abilities.” This framework assists in identifying the specific requirements necessary for effective performance in a given role (Brewster et al., 2016). By delineating these components, organizations can develop targeted training programs that enhance employee capabilities.
9. Inputs to the Analysis Process
The comprehensive analysis process inputs include “the organization structure,” “problematic operational areas,” and “the people within the operational areas.” Therefore, the correct answer is “Both B & C.” All three inputs are crucial for performing a comprehensive training needs assessment to identify gaps and align organizational goals (Robinson & Judge, 2013).
10. Reaction Outcomes
“Reaction outcomes” measure the trainee’s perceptions, emotions, and subjective evaluations of the training experience. Such measurements are essential for understanding the effectiveness of a training program from the trainee’s perspective (Kirkpatrick & Kirkpatrick, 2006).
11. Current vs. Future Job Development
Developing employees for their current jobs typically focuses on enhancing and fine-tuning existing skills to improve performance and productivity. Conversely, future job development requires a forward-thinking approach to identify and cultivate emerging skills that prepare individuals for upcoming roles (Armstrong, 2014). The needs analysis process differs between the two: current job development tends to draw from empirical evidence of current performance metrics, while future development incorporates predictions of industry trends and skills forecasting.
12. Five Sources of Data for Person Analysis
1. Performance Appraisals: Provide insights into employee strengths and areas needing improvement, informing individual training needs.
2. Employee Surveys: Gather subjective insights on perceived learning needs and outcomes, allowing a more personalized training approach.
3. Job Descriptions: Establish the standard required competencies and responsibilities for positions, pinpointing discrepancies in current skill sets.
4. Observation: Direct observation of employees in the workplace allows trainers to identify gaps in skills and real-time application of competencies.
5. Peer Reviews: Colleague feedback can highlight interpersonal skills and collaborative competencies that may not be evident through other data sources (Noe, 2017).
13. Training Process Model as a Problem-Solving Tool
The training process model serves as a framework for addressing performance gaps within organizations through five key phases:
1. Needs Assessment: Identifies specific gaps in knowledge, skills, and abilities.
2. Design: Crafting a structured training plan targeted at those identified gaps.
3. Development: Creating training materials and activities that align with the training objectives.
4. Implementation: Delivering the training to the targeted audience through chosen methods (formal, OJT, etc.).
5. Evaluation: Assessing the effectiveness of the training program on employee performance and organizational outcomes (Brinkerhoff, 2006).
This structured approach ensures a comprehensive solution to identified training needs, leading to improved organizational performance.

References

1. Armstrong, M. (2014). Armstrong's Handbook of Human Resource Management Practice. Kogan Page.
2. Bandura, A. (1977). Social Learning Theory. Prentice Hall.
3. Brewster, C., Chung, C., & Sparrow, P. (2016). Globalizing Human Resource Management. Routledge.
4. Brinkerhoff, R. O. (2006). The Success Case Method: A Strategic Approach to Continuous Learning and Improvement. Berrett-Koehler.
5. Chen, J., & Xia, H. (2016). The impact of perceived training effectiveness on job performance: Job involvement as a mediator. European Journal of Training and Development.
6. Kirkpatrick, D. L., & Kirkpatrick, J. D. (2006). Evaluating Training Programs: The Four Levels. Berrett-Koehler Publishers.
7. Mager, R. F. (1984). Preparing Instructional Objectives: A Critical Tool in the Development of Effective Instruction. 3rd ed. New York: Plume.
8. Noe, R. A. (2017). Employee Training and Development. McGraw-Hill Education.
9. Robinson, S. P., & Judge, T. A. (2013). Organizational Behavior. Pearson.
10. Sanchez, J. I., & Levine, E. L. (2013). The assessment of training needs: A comparison of approaches. Human Resource Development Quarterly.
This comprehensive analysis covers critical components of training and development processes while integrating relevant research findings.