Lecture 4 - Training and Appraising Employees

Question 1

negligent training

Answer 1

occurs when an employer fails to adequately train an employee who subsequently harms a third party or is disciplined for safety infractions

Question 2

task analysis

Answer 2

identifying the broad competencies and specific skills required to perform job-related tasks

Question 3

performance analysis

Answer 3

verifying whether there is significant performance defiency and, if so, determining whether that defiency should be rectified through training or some other means

Question 4

programmed learning

Answer 4

a systematic method for teaching job skills that involves presenting questions or facts, allowing the person to respond, and giving the learner immediate feedback on the accuracy of his or her answers

Question 5

apprenticeship

Answer 5

a situation in which the learner/apprentice studies under the tutelage of a master craftsperson, blending classroom instruction with on-the-job training (OJT)

Question 6

job instruction training (JIT)

Answer 6

the listing of each job’s basic tasks along with key points to provide step by step training for employees

Question 7

video conferencing

Answer 7

connecting two or more distant groups by using audiovisual equipment

Question 8

vestibule or simulated training

Answer 8

training employees on special off-the-job equipment, as in airplane pilot training, whereby training costs and hazards can be reduced

Question 9

transfer of training

Answer 9

application of the skills acquired during the training program into the work environment and the maintenance of these skills over time

Question 10

controlled experimentation

Answer 10

uses both a group for which the situation is modified i.e. the group receives training, and a group for which the situation is not modified i.e. the group receives no training, to assess the impact of the modification

Question 11

performance management

Answer 11

the process encompassing all activities related to improving employee performance, productivity, and effectiveness

Question 12

performance appraisal

Answer 12

a formal, relatively infrequent process in which an employee’s performance is evaluated along a predetermined set of criteria that is quantified via a formal performance score

Question 13

task performance

Answer 13

an individual’s direct contribution to his or her job-related processes

Question 14

contextual performance

Answer 14

an individual’s indrect contribution to the organization in terms of improving the organizational, social, and psychological behaviours that contribute to organizational effectiveness, beyond those specified for the job

Question 15

graphic rating scale

Answer 15

a scale that lists a number of traits and a range of performance for each. the employee is then rated by a score that best describes his or her level of performance for each trait

Question 16

alternation ranking method

Answer 16

ranking employees from best to worst on a particular trait

Question 17

paired comparison method

Answer 17

ranking employees by making a chart of all possible pairs of employees for eah trait and indicating the better employee of the pair

Question 18

forced distribution method

Answer 18

predetermined percentages of ratees are placed in various performance categories (i.e. bell curve)

Question 19

critical incident method

Answer 19

keeping a record of uncommonly good or undesirable examples of an employee’s work-related behaviour and reviewing the list with the employee at predetermined times

Question 20

behaviourally anchored rating scale (BARS)

Answer 20

an appraisal method that aims to combine the benefits of narratives, critical incidents, and quantified ratings by anchoring a quantified scale with specific narrative examples of good and poor performance (i.e. rubric with number ratings and elaboration for each level up)

Question 21

management by objectives (MBO)

Answer 21

involves setting specific measurable goals with each employee and then periodically reviewing the progress made

Question 22

formal appraisal discussion

Answer 22

an interview in which the supervisor and employee review the appraisal and make plans to remedy defiencies and reinforce strengths

Question 23

unclear performance standards

Answer 23

an appraisal scale that is too open to interpretation of traits and standards

Question 24

halo effect

Answer 24

in performance appraisal, the problem that occurs when a supervisor’s rating of an employee on one trait biases the rating of that person on other traits

Question 25

central tendency

Answer 25

a tendency to rate all employees in the middle of the scale

Question 26

strictness/leniency

Answer 26

the problem that occurs when a supervisor has a tendency to rate all employees either really low or realy high

Question 27

appraisal bias

Answer 27

the tendency to allow individual differences, such as age, race, and sex, to affect the appraisal ratings that these employees receive (basically, outright discrimination)

Question 28

recency effect

Answer 28

the rating error that occurs when ratings are based on the employee’s most recent performance rather than on the performance throughout the appraisal period

Question 29

similar-to-me bias

Answer 29

the tendency to give higher performance ratings to employees who are perceived to be similar to the rater in some way

Question 30

electronic performance monitoring (EPM)

Answer 30

having supervisors electronically monitor the amount of computerized data and employee is processing per day and thereby his or her performance

Question 31

360 degree appraisal

Answer 31

a performance appraisal technique that uses multiple raters including peers, employees reporting to the appraisee, supervisors, and customers