71) Employee orientation programs range from brief, informal introductions to lengthy, formal courses.
72) Hiring highly-skilled employees with great potential eliminates the need to provide orientation and training.
73) Studies show that trainees are distracted by visual aids presented during training sessions.
74) Training sessions should be half-day or three-fourths day in length rather than a full day, because the learning curve goes down late in the day.
75) Evidence suggests that trainees are more likely to remember information presented during an online training session when audio narration is combined with on-screen text.
76) The main task in analyzing current employees' training needs is to determine what the job entails, break the job down into subtasks, and then teach each subtask to the employee.
77) Performance analysis is a detailed study of a job to determine what specific skills the job requires.
78) Attitude surveys, employee diaries, tests, and performance appraisals are tools for conducting a performance analysis.
79) Lower-level managers who are given firsthand experience working on existing problems are being trained through the special assignments approach.
80) The American Society for Training and Development estimates that approximately 20% of what employees learn on the job is learned through informal means while the rest is learned through formal training programs.