HRM 7 and 8

Question 1

Refers to formal and informal activities to improve competencies relevant to and employee’s job.

Answer 1

Training

Question 2

Focuses on developing competencies that an employee is expected to need in the future.

Answer 2

Development

Question 3

What are the five steps of effective training?

Answer 3

1- conduct a needs assessment 
2- develop learning objectives 
3- design the training program 
4- implement the training 
5- evaluate the training

Question 4

The process of identifying any gaps between what exists and what is needed for future employee performance.

Answer 4

Needs Assessment

Question 5

Identifies where in the organization development or improvement opportunities exist.

Answer 5

Organizational Needs Analysis

Question 6

Focuses on identifying which jobs, competencies, abilities, and behaviors the training effort should focus on.

Answer 6

Task Needs Analysis

Question 7

Evaluates how individual employees are doing in the training area and determines who needs what type of training.

Answer 7

Person Needs Analysis

Question 8

Training conducted face-to-face.

Answer 8

Classroom Training

Question 9

Training that occurs while performing the job.

Answer 9

On-the-Job-Training

Question 10

Training that occurs online.

Answer 10

Virtual Training

Question 11

Training that involves role play, action learning, and other experiences designed to engage the learner.

Answer 11

Experimental Training

Question 12

Training that gives employees hands-on experience and tasks with low risk.

Answer 12

Simulation

Question 13

A formal commitment to ensuring that employees have and develop the skill they need to be effective in their jobs today and in the future.

Answer 13

Lifelong Learning

Question 14

The concept that some training strategies are more or less effective depending on a learner’s particular abilities.

Answer 14

Aptitude-Treatment Interaction

Question 15

Refers to how people prefer to process information when problem solving or learning.

Answer 15

Learning Style

Question 16

A system that interacts with the environment through one of the basic senses.

Answer 16

Sensory Modality; includes visual, auditory, tactile, and kinesthetic.

Question 17

Systematically collecting information to make effective decisions about adopting, improving, and continuing an instructional activity.

Answer 17

Training Evaluation

Question 18

What are Kirkpatrick’s four levels of training and learning?

Answer 18

1- reaction (participant feedback)
2- learning (change in knowledge)
3- behavior (change in behavior)
4- results (how did the firm benefit from the training)

Question 19

Effectively using what was learned in training on the job.

Answer 19

Training Transfer

Question 20

Efforts to control one’s motivation, emotions, and decision-making to enhance the application of learned job capabilities.

Answer 20

Self-Management Strategies

Question 21

Training activities to help new hires fit in as organizational members.

Answer 21

Orientation

Question 22

A long-term process of experiences through which an individual requires the attitudes, behaviors, and knowledge needed to successfully participate as an organizational member.

Answer 22

Socialization

Question 23

The system of directing and motivating employees to accomplish organizational goals by linking pasts performance with future needs, setting specific goals and providing feedback, as well as identifying and removing roadblocks.

Answer 23

Performance Management

Question 24

What three things does performance management provide?

Answer 24

1- aligns organizational goals with individual and team goals.
2- gives employees clear goals and feedback
3- generates performance metrics

Question 25

Standards of measurement by which efficiency, performance, progress, or quality of a plan, process, or product cab be assessed.

Answer 25

Performance Metrics

Question 26

A performance measurement system that translates the organization’s strategy into financial, business process, learning and growth, and customer outcomes.

Answer 26

Balanced Scorecard

Question 27

Performance feedback from the employee’s supervisor as well as other sources that are familiar with an employee’s job performance.

Answer 27

Multi-Source Assessments

Question 28

A review in which the target employee is reviewed by one or more subordinates.

Answer 28

Upward Review

Question 29

An ongoing performance appraisal process that involves the employee in evaluating his or her performance and setting performance goals and provides continuous coaching and feedback.

Answer 29

Continuous Performance Management

Question 30

A tool to monitor and measure an employee’s deficient work products, processes, and behaviors to improve performance and modify behavior.

Answer 30

Performance Improvement Plan

Question 31

The process of using increasingly severe measures when an employee fails to correct a deficiency after being given a reasonable opportunity to do so.

Answer 31

Progressive Discipline

Question 32

What are the four steps of progressive discipline?

Answer 32

1- counseling
2- written warning
3- suspension without pay
4- termination

Question 33

A plan that describes desired goals and results, how results will be measured, and what standards will be used to evaluate results.

Answer 33

Performance Plan

Question 34

Over- or under-rating someone due to a comparison with someone else.

Answer 34

Contract Effect

Question 35

When initial judgments influence later assessments.

Answer 35

First Impression Bias

Question 36

Rating all employees in the middle of the scale regardless of performance in order to maintain motivation.

Answer 36

Central Tendency Error

Question 37

Ignoring factors beyond the employee’s control that influence their performance.

Answer 37

Opportunity Bias