Explanation:
This principle emphasizes that training should have clear and specific objectives, ensuring that it is well-planned and not improvised or ad hoc. Having a definite aim guides the design and implementation of the training program towards achieving specific learning outcomes.
Explanation:
A cognitive approach to training delivery focuses on engaging learners in active thinking processes to enhance understanding and retention. Lectures typically involve passive listening, which doesn't align with this approach.
Explanation:
In this method, the superior trains subordinates by having them work closely together, with the subordinate learning by observing and assisting the superior in their tasks.
Explanation:
A statement of needs for a training session should achieve three things:
1. Get commitment for resources.
2. Provide information for relevant learning resources.
3. Make informed decisions about where to focus resources.
Explanation:
A healthy organizational climate for training is indicated when employees feel connected, and help each other, there's a team spirit, and open communication prevails.
Explanation:
This type of training aims to provide comprehensive training to enable the trainee to develop a wide range of skills and knowledge within their field of specialization, preparing them for various tasks and roles within that field.
Explanation:
This type of training is provided to new employees when they join an organization to introduce them to the company, its policies, procedures, culture, and their specific job responsibilities.
Explanation:
All of these options are examples of on-the-job training methods. Each involves learning while performing tasks within the actual work environment, which is characteristic of on-the-job training.
Explanation:
This type of analysis systematically studies an organization's resources, structure, culture, and strategic goals to identify training needs that align with the organization's objectives and capabilities.
Explanation:
"Planning is pervasive" is not a feature of planning. Planning is indeed futuristic, establishes standards for controlling, and focuses on achieving objectives, but it's not necessarily pervasive—it doesn't necessarily extend to every aspect of an organization or process. It's more about strategic direction and specific goals.
Explanation:
This is the first step because it helps determine what knowledge, skills, and abilities employees need to develop through training to meet organizational goals and address performance gaps.
