M3 S3 + S4 Flashcards
Module 3: Session 3 + Session 4
A program designed to help the employees fit smoothly into an organization
Induction
Considered as the first training
Induction
gradual exposure of the employee to the work environment, job machine and tools, co-workers and supervisors, policies
Induction
Two types of induction
Orientation
Socialization
Formal; familiarizing employee to the organization to achieve commitment and contribution
Orientation
Teaching of the organization’s culture, values, norms, and behaviors that are consistent to the success of the company
Socialization
Are the two statements true or false?
Employees are inducted solely for their benefit as they have to adjust to the organizational culture. Induction helps in boosting the morale and productivity of new employees.
First statement is false. Second statement is true.
First statement: Induction also benefits the organization.
Benefits of induction
Benefits to the organization: to help the employee see how his job fits in the organization’s mission, brings in consistent, awareness of the rules and regulations of the organization
Benefits to the individual: learns about the organization and sees the broader picture, learns a skill according to standards, boosts morale
Types of induction
Group sessions
Individual sessions
Self-orientation
Mentor session
Types of information being transmitted
Organization, unit, department, and job-related
Types of information that can be conducted in group settings
Organization, unit, department
Types of information that can be conducted using individual or mentor sessions
Job-related information
Differentiate a training program from a development program
Training program - designed to maintain or improve current job performance; how to do their job properly; typically done for new employees
Development program - develop skills necessary for future work; for those who are being promoted
Non-managers will most likely have training and development programs that focus on _____ skills
Technical
Managers will most likely have T&D on what skills? Give examples.
Human: how to motivate employees
Conceptual: strategic planning, leadership
Technical: food safety, audit, monitoring
What is NLP? What does it do?
Neurolinguistic programming. An approach that can improve dynamics.
Are the two statements true or false?
Formally structured T&D are usually conducted to enhance the skills of managers. On the other hand, informal T&D are typically reserved for employees/non-managers.
Both statements are true.
Training aims to develop the following:
Productivity
Effectiveness on the present job
Qualifications for a better job
Employee morale
Enumerate the different forms of training.
Induction/orientation
Upgrading
Updating
Refresher
Re-training/retooling
Done during the last stage of recruitment, considered as the first stage of training
Induction/orientation
Enhance employee’s KSA to increase his/her versatility in performing a job; more focused on NEW skills
Upgrading
Introduction of new or technologically advanced equipment
Updating
Regain KSA lost through work interruption
Refresher
New KSA than what an employee already possesses (renew certification)
Retraining/retooling
T or F. Instructional methods should be consistent with the values of the trainees so that learning can be enhanced. Training effectiveness depends on the congruence of the cognitive styles of the trainees and their culture-based training expectations.
Both are true.
T or F. Asian students prefer formal training sessions, analyzing abstract concepts, and independent learning. Culture does not affect learning.
Both statements are false. They prefer formal training sessions, learning by analyzing abstract concepts, group-oriented learning, and cooperative learning environments.
Technique used by managers to evaluate personnel’s work performance
Performance appraisal
Performance appraisal evaluates personnel based on:
Productivity
Quality of work
Attitude
T or F. Performance appraisals can be conducted informally or formally. The use of performance management systems enhances the performance of the whole organization.
Both are true.
Fill in the blanks:
Purposes of Performance Appraisals:
1) Review _________ based on ________ previously set.
2) Identify _________ and areas of _________.
3) Set _______ for the next evaluation period.
4) To determine the appropriate ________ and __________ programs that may be needed by various levels of personnel.
5) To gauge the level of ______ ________ of the employees.
6) To provide a ________ basis for management decisions.
- Performance; goals
- Strengths; growth
- Goals
- Training and development
- Job morale
- Concrete
T or F. Performance appraisals should be done systematically especially for large organizations.
T
Give the two performance management systems.
Task performance
Contextual performance
Formally prescribed tasks and duties that are specified in job descriptions.
Task performance
Contextual performance
Aspects of the job defined by the social context of the organization (helping, cooperating, following, initiating)
What type of appraisal methods are used in universalistic cultures?
Standardized or objective
Appraisal methods used in collective cultures
Informal, subjective
What are the types of employee movement?
Upward mobility
Downward mobility
Lateral move
Separation
Promoted to a higher position; promotion or advancement
Upward mobility
Reverts to lower or previous position; demotion
Downward mobility
Lateral move
Takes on a new position but within the same level; transfers
Dismissal, resignation, retirement
Separation
Why are employees demoted?
A result of constant failures
What should be done before demotion?
Check potential conflicts
An interview that is conducted when employees are resigning.
Exit interviews
Employee discipline is administered when
An employee violates company policy and falls short of employer expectations
A disciplinary process characterized by use the use of more drastic penalties for each repeated instance of poor performance
Progressive discipline
Four components of the disciplinary process
Verbal warning
Written warning
Suspension
Termination
How to conduct verbal and written warnings
Verbal: (1) identify the problem (2) share information between the manager and employee (3) document
Written: more formal than verbal warning, state the problem and note the repetition over time
Employee is given time off, without pay
Suspension
A disciplinary method that emphasizes correction of the problem without using negative reinforcement; using “reminder” instead of “warning”
Positive discipline
How do you handle adventurists?
Give them more challenging tasks.
How do you handle employees who are ignorant of the rules?
Disseminate organizational code
Reinforce during briefings
Training
Please refer to Module 3, Session 4 for more examples on combating discipline
