M3 topic 4 part 2: training and development, performance managment, rewards, Flashcards
what does training do
develops skills, knowledge and attitudes
why is training important
improves work performance
what does development do
enhances skills to prepare for changing and future needs of the business
what is formal training
where the employee has a role like a student and is payed to study and get experience
what are some examples of formal training (4)
lectures
seminars
trainee and apprentice schemes
external courses
what is informal training
when a employee is shown or modelled the correct skills in order to do a specific job
what are some examples of informal training (2)
coaching
mentoring
what is on the job training
is where employees get first hand experience on the skills, knowledge and attitudes needed for there job
why is on the job training useful/necessary (2)
helps to produce a stronger workforce
gives employers a greater understanding of their staff’s skills base
what is off the job training
it’s where the workers/employees learn their job roles away from the actual work floor.
why is off the job training useful/necessary
they are not involved in production process, so error in production can be minimised.
what is the purpose of induction training
ensures that new staff can quickly learn the business’s policies, processes and practices.
what is involved in induction training (2)
develop theoretical and practical skills
new employees meet and interact with co workers
what is performance management
the ongoing process of communication between supervisor and employee about achieving objectives of the business and goals of employees
what is involved in performance management
assessment of both individual and business performance
what types of performance data is there (2)
development
administrative
what is development performance management data used for
to develop the skills and abilities of individual employees
whats is administrative performance management data used for
used by H.R mangers following appraisal periods to help than plan HR needs.
what are the benefits of using developmental performance management (3)
Can identify gaps and weaknesses in performance
Identifies training, development, and legal compliance needs
Communicates expectations
what are some benefits of using administrative performance management (3)
Higher productivity
better financial performance
creates opportunity for employee to provide feedback
what are some reasons why performance management is important (5)
identify opportunities for improvements in productivity assess performance, against standards provide feedback and recognition identify training needs justify staffing decisions
why are reward systems important (3)
attracts,
motivates
retains staff
what types of rewards are there (2)
monetary
non-monetary
list some examples of monetary rewards (3)
cash bonus
free childcare
shares
list some examples of non monetary rewards (3)
interesting/challenging work
workplace flexibility
performance recognition
what ways can rewards be distributed
individual
group
what are some problems with individual rewards (1)
lead to rivalry and conflict if not managed properly
what are some pros to using group rewards instead of individual rewards (2)
encourage a greater sense of teamwork
more communication
what are some cons to using group awards instead of individual rewards (2)
not everyone applies equal effort to get rewards
lead to more conflict
what is performance pay
a individual monetary reward base off individual performance
