MHR 523 Chapter 8: MHR-Chapter 8 .doc
2 May 2012
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Document Summary
Legal aspects of training discriminatory, negligent training occurs when an employer fails to train adequately & an employee subsequently harms a 3rd party. 2: validation, bugs are worked out of the training program by presenting it to a. 4. small representative audience implemented; using techniques such as on the job training, programmed learning: evaluation program"s successes or failures are assessed. Job description & specification: column 1, task list. 2. column 2, when and how often performed 3. column 3, quantity & quality of performance 4. column 4, condition under which performed 5. column 5, competencies & specific knowledge required 6. column 6, where best learned. Performance analysis: determining the training needs of current employees: verifying whether there is a significant performance deficiency and, if so, determining whether that deficiency should be rectified through training/ some other means (transferring). Step 2: instructional design: gather instructional objectives, methods, media, description of & sequences of content, examples, exercise, activities.
where
and 
are positive constants and 
is a reasonable model for learning.
months. After how many months of training is he able to vault 12
?
