HRM part 2 Flashcards
what is 7 training cycle
1.develop and conduct needs assessment
2. identify training objectives
3. establish training criteria
4. training cycle select trianees
5. pre test trainees
6. choosing training method
7. implement training
identify the 4 training objectives
Reaction based
Learning Acquired
On-The-Job Behaviors
Results Orientated
what is Reaction based
how trainees to view employees process and enhance employee regard for the company.
what is Learning Acquired
Employees are trained for the purpose of obtaining certain knowledge and skill set.
what is On-The-Job Behaviors
related to job performance and delivery, eg: friendliness, customer service quality, etc.
what is Results Orientated
improves measurable outcomes
what is On-the-job training
Systematic coaching of employees by direct supervisors at the workplace through actua work
what is Off the job training
Usually conducted outside the workplace by trainers in a classroom
why is there a need for training & development
to cope changes in the workplace & environment
to improve performance, productivity & quality
advancement in technology
identify the training objective
learning acquired
what is learning acquired
knowledge aquisition
why is there a need for identifuing training objective
training objective must be clearly established and multiple training objectives can happen at the same time
what are the elements of preparation for trainer
Use training guidelines & notes
Must be able to perform task to be taught
Choose appropriate medium of instruction
Understand company “jargon”
Decide is OffJT necessary to supplement OJT?
Choosing appropriate time to coach employees & duration of coaching session.
performance appriasal what are the 2
formal & informal
what is formal performance apprisal
Periodic review of performance in a structured manner
what is informal performance apprisal
Ongoing, two way communication and coaching.
Counseling- if employee has a personal problem
performance apprisal process
1.identify specific PA goal
2.establish performnce standard with employee
3.set mutually measurable goal
4.measure actual performance
5.compare actual performance wit standard
6.discuss appraisal with the employee
7. necessary initiate corrective action
what is the Responsibility of immediate supervisor
-Observe subordinate’s job performance
-Provides feedback
-Trains and develops
what are the Performance Appraisal Errors
Leniency Error
Severity Error
Central Tendency Errors
Recency Error
Contrast Errors (comparing one employee to another rather than to a performance standard)
Halo Error (judging an employee on the basis of a single positive action(
Devil’s
Leniency Error
(rate high regardless of performance)
Severity Error
(rate low regardless of performance)
Central Tendency Errors
(rating everyone as average regardless of performance)
Recency Error
tedency to rate based on most recentevents rather than events covering the whole evaluation period)
Contrast Errors
comparing one employee to another rather than to a performance standard)
Halo Error
(judging an employee on the basis of a single positive action
Devil’s horns error
(judging an employee on the basis of a single negative action)
what are the appraisal method
Simple or straight ranking
Alternative ranking
Paired comparison
Forced distribution method
Graphic rating scale
Bars
Behavior Observation Scales
Critical incidents method
Narrative Essays
Management by objectives
