Employee Engagement & Retention + Learning & Dev. Flashcards
Tools, activities, and processes that an organization uses to manage, maintain, and/or improve the job performance of employees.
Performance management
Physical, psychological, and social aspects of employee health.
Well-being
Activities associated with an employee’s tenure in an organization.
Employee life cycle (ELC)
Actions and activities that individuals perform in order to give direction to their work lives.
Career planning
Career planning identifies personal abilities and interests and focuses on the individual. Career management focuses on organizational staffing needs and focuses on the entire organization.
Process of delivering educational or instructional programs to locations away from a classroom or site.
Distance learning
Assessment tools that present prospective leaders with sample situations and problems they might encounter in a work environment.
Situation judgment tests (SJTs)
Name the 3 learning styles
Auditory, visual and kinestetic
Training provided to employees at the work site utilizing demonstration and performance of job tasks.
On-the-job training (OJT)
Learning/development programs offered initially in a controlled environment with a segment of the target audience.
Pilot programs
Movement between different jobs.
Job rotation
Activities that focus on preparing employees for future responsibilities while increasing their capacity to perform their current jobs.
Developmental activities
Career development programs that identify meaningful career paths for professional and technical people outside traditional management roles.
Dual career ladders
Effective and continuing on-the-job application of the knowledge and skills gained through a training experience.
Transfer of learning
Training and professional development programs targeted at assisting management- and executive-level employees in developing the skills, abilities, and flexibility required to deal with a variety of situations.
Leader development
System that holds course content information and has the capability of tracking and managing employee course registrations, career development, and other employee development activities.
Learning management system (LMS)
Using the Internet to conduct meetings and give presentations to an audience who has joined the meeting remotely.
Webconferencing
Breakdown the three clusters of experience: 70-20-10 ratio
challenging assignments (70%), developmental relationships (20%), and coursework and training (10%).
Report with feedback from managers, peers, and subordinates for a complete picture of skills and weaknesses for leader development.
360-degree assessment
When participants interact & learn in real time
Synchronous learning
When participants access the learning materials at different times
Asynchronous learning
A type of appraisal method designed to overcome the problems of category rating by describing examples of desirable and undesirable behavior. Examples are then measured against a scale of performance levels.
behaviorally anchored rating scale aka BARS
Formula to calculate the monthly voluntary turnover rate
Number of voluntary separations during the month/Average number of employees during the month) x 100
Describes the inherent personality-based elements that make an individual predisposed to being engaged—a natural curiosity, a desire to be involved, an interest in problem solving. These traits may figure into recruiting and hiring efforts.
Trait engagement
Errors in performance appraisal
is influenced by workplace conditions or practices (e.g., task variety, opportunities to participate in work decisions) that can be improved through organizational interventions directly under management’s control.
State engagement
is evident in the effort employees put into their jobs, which leads to greater value, creating higher performance than from their less-engaged counterparts. It can occur when both trait and state engagement are present.
Behavioral engagement
A survey that tends to measure important data on specific issues. These surveys may seek to gain opinions on specific processes an employee performs, safety procedures, or some other issue the employer may be evaluating or considering.
Employee opinion surveys (opinions on work policies or practices)
a survey that focuses on employees’ level of job satisfaction, commitment, and morale. Survey questions or statements should explicitly link to business objectives.
Employee engagement surveys (employees’ levels of job satisfaction, commitment, and morale)
A survey that attempts to determine employees’ perceptions of such topics as company culture and company image, the quality of management, the effectiveness of compensation and benefits programs, organizational communication and involvement issues, diversity, and safety and health concerns.
Employee attitude surveys (perceptions of the organization’s culture and image)
Employee absence rate
Worker’s comp incident rate
Monthly voluntary turnover rate
Yield ratio
When employees discuss why they like (or do not like) their current job
Stay interviews
- Stay interviews also help to assess the degree of employee satisfaction and engagement that exists in a department and/or organization.*
- An additional benefit is that the dialogue provides the opportunity to build trust with employees.*
- In an effective stay interview, managers ask standard, structured questions in a casual and conversational manner that should encourage open communication. Most stay interviews take less than half an hour.*
4 drivers for employee engagement
The work
Confidence & trust in leadership
Recognition & rewards
Org communication (timely & orderly)
Engaged employees do these 3 things
Say—Speak positively about the organization to coworkers, potential employees, and customers.
Stay—Have an intense sense of belonging and a desire to be a part of the organization.
Strive—Are motivated and exert effort toward success in their job and for the company.
Examples of an org’s culture
Leadership, org heroes, stories, myths, obstacles overcome, investment of resources
5 types of organizational cultures
Authoritarian, mechanistic, participative, learning and high-performance
Examples of employee engagement strategies
Total rewards, D&I, talent acquisition, CSR
Best practices to achive employee engagementn
Commit long-term, measure consistently, connect engagement to business results, seek employee input, gain leadership support
Why retention matters
Opportunity loss, lost knowledge, training time, lowers employee morale and productivity
Why employee engagement matters
Less turnover, higher customer satisfaction, lower defects, fewer worker comp claims, higher attendance, more productivity and profitability
Job enlargement vs. job enrichment
Job enlargement = more variety
Job enrichment = more participation in decision-making and control, more autonomy
4 key areas of employee engagement
Career development
Relationship w/management
Comp & benefits
Work environment
any part of the selection process that provides an applicant with honest and complete information about a job and the work environment—a clear picture of what a job will be like if the applicant is hired.
Realistic job preview (RJP)
- Primary objectives:*
- To give candidates as much information as possible so that they can make an informed decision about their suitability for the job*
- To allow the organization the opportunity to portray the job objectively—including both favorable and unfavorable aspects*
- To increase the potential of a good match between the candidate and the organization*
Types of work-life balance programs
Convenience/concierge services, employee assistance/development programs, family assistance programs, flex work arrangements, leave of absence, total working hours, wellness programs
Examples of rewards and recognition
Public praise, private feedback, involvement in activities/decisions, privileges access to training and development tools, assignment to protect teams, more autonomy, opportunity to supervise, awards, flex schedule, WFH
Benefits of rewards and recognition
Strengthen/reinforce behavior, facilitate engagement, address employees psychological need to be recognized, builds trust, highlights valued behavior
Benefits for creating a corporate alumni network
Branding, new business, industry intelligence, boomerangs, employee referrals
Measures of employee performance
Quality, quantity, timeliness, and cost-effectiveness
Appraisal methods & their advantages + disadvantages
a) Category rating (graphic 1-5 scale rating, checklist, forced choice)
b) Comparative methods (ranking, paired-comparison, forced distribution)
c) Narrative methods (essay, critical incidents good and bad, field reviews)
d) Management by Objectives MBO ~ employee sets goals + timeline, manager reviews they meet org’s objectives
e) Behaviorally Anchored Rating Scale (BARS) ~ behavior rating scale for each position (more accurate)
Adult learning
Leader Development Methods (review in Leader Development Strategies and Methods)
1) More challenging assignments
2) Risk Management
3) Hardship Testing
4) Real-Life Problem Solving in “Controlled” Environment
5) Training
6) Action Learning Leadership
Occurs when traditionally higher-level leadership responsibilities are transferred to leaders at lower levels.
Task migration
This is partly a function of the trend toward flatter organizations, but it is also due to the greater frequency and complexities of challenges. What was typically handled by senior leaders in the past has been handed down to junior leaders so the former can focus on even more complex issues.
Kirkpatrick’s Levels of Evaluation Methods
3 items required for performance improvement plan
Immediate, significant & sustained
