HRM Flashcards
The most common and core method of both obtaining information from job-seekers, and decision-making on their suitability or otherwise.
INTERVIEW
Interviews usually take place at two crucial stages in the selection process:
at the beginning and in the end
TYPE OF INTERVIEW: questions are changed to match the specific applicant; for example, questions about the candidate’s background in relation to their résumé might be used.
unstructured interview
TYPE OF INTERVIEW: there is a set of standardized questions based on the job analysis, not on individual candidates’ résumés.
structured interview
TYPE OF INTERVIEW: occurs when several people are interviewing one candidate at the same time.
Panel interview
TYPE OF INTERVIEW: Interviewer would assess your behavior and how you handled past situations.
BEHAVIORAL INTERVIEW
TYPE OF INTERVIEW: may be done as follow up to fill in missing information that was not asked during the formal interview.
PHONE INTERVIEW
INTERVIEW CONTENT: A series of questions that focus on how the candidate would behave in a given situation.
SITUATIONAL QUESTIONS
INTERVIEW CONTENT: A series of questions that focus on how the candidate reacted to actual situations in the past.
BEHAVIORAL QUESTIONS
INTERVIEW CONTENT: A series of questions that focus on relevant past job-related behaviors.
JOB-RELATED QUESTIONS
INTERVIEW CONTENT:
* unconventional, bizarre, weird, crazy, unexpected questions.
* test your ability to operate under unanticipated circumstances.
* to lighten the mood or inject a little humor.
OFF THE WALL QUESTIONS
HOW TO CONDUCT AN EFFECTIVE INTERVIEW
- KNOW THE JOB
- STRUCTURE THE INTERVIEW
- GET ORGANIZED
- ESTABLISH RAPPORT
- ASK QUESTIONS
- TAKE BRIEF NOTES DURING THE INTERVIEW
- CLOSE THE INTERVIEW
- REVIEW THE INTERVIEW
This step is used to check the accuracy of application form through former employers and references. Verification of education and legal status to work, credit history and criminal record are also made.
BACKGROUND INVESTIGATION
Determine whether the applicant has the physIcal ability to carry on the duties and responsibilities effectively; ascertain whether the applicant has a record of health problems - which can potentially affect his behavior and performance on the job.
MEDICAL EXAMINATION
STEPS IN EMPLOYEE TRAINING: A procedure for providing new employees with basic background information about the organization.
EMPLOYEE ORIENTATION
STEPS IN EMPLOYEE TRAINING: learning opportunities developed by the organization in which they are used. This can be training related to a specific job, such as how to use a particular kind of software
In-House Training
STEPS IN EMPLOYEE TRAINING: can help ensure the new employee not only feels welcomed but is paired up with someone who already knows the ropes and can help guide the new employee through any on-the-job challenges.
Mentoring
STEPS IN EMPLOYEE TRAINING: This is usually the last step in training, and it can be ongoing. It can include sending an employee to a seminar to help further develop leadership skills or helping pay tuition for an employee who wants to take a marketing class
External Training
A__________is a trusted, experienced
advisor who has direct investment in the development of an employee. They may
be a supervisor, but often they are colleagues who has the experience and personality to help guide someone through processes
mentor
TYPES OF TRAINING: meant to teach the new employee the technological aspects of the job.
Technical training
TYPES OF TRAINING: refers to familiarizing employees with the means of preventing, detecting, and eliminating nonquality items, usually in an organization that produces a product
Quality Training
TYPES OF TRAINING: includes proficiencies needed to actually perform the job.
Skills Training
TYPES OF TRAINING: refer to personality traits, social graces, communication, and personal habits that are used to characterize relationships with other people.
Soft Skills Training
TYPES OF TRAINING: If someone is identified as candidate for promotion, this type of training occurs.
Managerial Training
TYPES OF TRAINING: process that empowers teams to improve decision making, problem solving, and team-development skills to achieve business results
Team Training
TYPES OF TRAINING: occurs to ensure employees are protected from injuries caused by work-related accidents.
Safety Training
Numerous organizations, such as the _______________ measure quality based on a number of metrics. This organization provides the stamp of quality approval for companies producing tangible products. I
International Organization for Standardization (ISO)
The ADDIE Five-Step Training Process
- ANALYZE the training need.
- DESIGN the overall training program/plan.
- DEVELOP the course (creating the training materials)
- IMPLEMENT training - by actually training the targeted employee group.
- EVALUATE the course’s effectiveness.
TRAINING DELIVERY METHODS: refers to an approved person training an employee on the skills necessary to complete tasks. A manager or someone with experience shows the employee how to perform the actual job.
On-the-job coaching
TRAINING DELIVERY METHODS: a
process by which an employee can be trained and developed by an experienced
person
Mentoring
TRAINING DELIVERY METHODS: a training delivery method meant to create an informal atmosphere. As the name suggests, this training is one in which the training occurs during lunchtime, employees bring their food, and someone presents training information to them.
Brown Bag Lunch Training
TRAINING DELIVERY METHODS: involves the use of technology to facilitate training.
Web-Based Training
TRAINING DELIVERY METHODS: places an employee who already has the skills with another employee who wants to develop those skills
Job Shadowing Training
WEB-BASED TRAINGING: uses instructor-led facilitation
synchronous learning
WEB-BASED TRAINGING: is self-directed, and there is no instructor facilitating the course.
Asynchronous learning
TRAINING DELIVERY METHODS: s a method for training in which two employees agree to change jobs for a period of time
Job Swapping
DIFFERENT TRAINING APPROACH: Gets the learner out of the normal work environment, allowing them to focus their attention on learning.
CLASSROOM TRAINING
DIFFERENT TRAINING APPROACH: Training is to be given exactly when it is needed.
SELF TRAINING
KIRKPATRICK MODEL: How did the participants react to the training program?
Reaction
KIRKPATRICK MODEL: To what extent did participants improve knowledge and skills?
Learning
KIRKPATRICK MODEL: Did behavior change as a result of the training?
Behavior
KIRKPATRICK MODEL: What benefits to the organization resulted from the training?
Results
A systematic process by which training needs are investigated and consolidated to provide basis for the training program.
TRAINING NEEDS ANALYSIS
Discrepancies between identifiable shortfalls in knowledge, attitude or skills.
TRAINING NEED
A detailed study of the job to determine what specific skills the job requires.
TASK ANALYSIS
Planning the overall training program including training objectives, delivery methods, and program evaluation.
DESIGN
LEARNING STYLES: usually has a clear “picture” of an experience. They are best reached using graphics, pictures, and figures.
VISUAL LEARNER
LEARNING STYLES: will learn by listening to a lecture or to someone explaining how to do something.
AUDITORY LEARNER
LEARNING STYLES: learns by developing feelings toward an experience.
KINESTHETIC LEARNER
The type of training performed will depend greatly on the _________
budget
- Assembling the program’s training content and materials.
- After identifying the objectives and goals, content is developed.
PROGRAM DEVELOPMENT (CONTENT)
Actually doing the training using one or more
training methods.
IMPLEMENTATION
