Test II Flashcards
What is workforce planning?
process of deciding what positions the firm will have to fill, and how to fill them
what is forecasting?
basic assumptions of that future will be
What are three ways to forecast?
trend analysis
ratio analysis
scatter plot
Trend Analysis
study of a firms past employment needs over a period of years to predict future needs.
Ratio Analysis
determinig future staff needs by using ratios between (sales volume and # of employees needed)
Scatter Plot
graphical method used to help identify the relationship btw two variables.
Recruiting yield pyramid
a relationship between the various stages of recruitment.
What is Application form
form used by employers to compile information regarding an applicants identify and edu, work history
the 4 purposes of application forms
- whether the applicant has the edu and experience
-draw conclusions of previous growth
-draw conc of applicants stability
-use data in application to predict which candidates will succeed
what are the groups that need to be included in diversity recruit
-women
-single paarents
-old peiple
-minoritues
-disablwed
why careful selection is important? (4)
- improved employee and org performance
- own pwerformnce is at stake
- helps reduce dysfunctional behaviors at work (stealing)
- expensive to train someone
Reliability of tests
consistency of scores obtained by the same person when rested with the identical or equivalent tests
Validity
accuracy making sure it measures what it is supposed to measure
Criterion validity
showing scores on test are related to job performance
cognitive test
iq tests - tests a range of abilities including memory vocabulary,
motor and psychical abilities test
(finger dexterity, strength, speed of finger)
what is selection interview
procedure designed to predict future job performance on the basis of applicants
Selection interview types: Structure
non-strut: interview questions are asked as they come to mind
structure: questions are specified in advanced
Selection interview types: types of questions
-Situatinoal question: ability to explain behavior in a given sit
Behavioral: how they behaved in the past in some situation
-Knowledge and bag questions: what math courses did you take
- Value of preemployment testing
make sure they didn’t steal in there last job if that’s job is similar to retail.
panel interviews
4-6 people hiding
Purpose of employee orientation
provides employee with basic bg information (company password); should help them start becoming emotionally attached to and engaged in firm.
Steps in employee orientation (4)
- make employees feel welcome e
- they have basic info
- help employe understand org in a broader senses
- start to socialize the person into firms culture and way of doing things
What is training needs analysis
address the employers strategic longer term training needs or current training needs.
Strategic training needs analysis
identifies the behaviors, skills and training that employees will ned to fill new future jobs
Current training needs analysis
aims to improve current performance
The A D D I E Five-Step Training Process
Analyze training need
Design overall training program
Develop the course
Implement training by targeting employee groups using methods
Evaluate courses effectiveness
Types of Training (1 of 6): ON the job training
training a person to learn a job while working on it
Types of Training (1 of 6): Apprenticinship training
structured process by which people become skilled workers through a combination of class room instructions and on the job training
Types of Training (1 of 6): Informal training
not formal
Types of Training (1 of 6): Job instruction training
listing each jobs basic tasks to provide step-by-step training for employees
Types of Training (1 of 6): lectures
presenting knoeslefe to group of trainees (sales learning new product features)
Types of Training (1 of 6): Programmes learning
teaching job skills that involve presenting questions; allowing person to respond; giving learner immediate feedback
Types of Training (1 of 6): Behavior modeling
trainees first shown good management techinques through film; asked to play roles in a simulated situatuoin; and then given feedback
Types of Training: Audio based training and videoconferencing
audio: films, pp, audiotapes(simulates problems and reactions)
video conferencing:
Types of Training (1 of 6): Vestibule trining
trainees learn on actual ewuipk but trained off the job(separate room)
Types of Training (1 of 6): Electronics performance support systems (EPSS)
computeirised tools and displays that automate training, documentation and phone support.
Types of Training: Job aid
set of instructions available at the job site to guide the worker
Types of Training (1 of 6): Computer based training
computer based systems to increase knowdlefe or skills (avoiding falls )
Types of Training (1 of 6): simulated learning
(virtual reality types games
animated guided step by step
scenarios with question
online role play
Types of Training (1 of 6): online internet based trainig
delivers all types of trainig
Types of Training (1 of 6): Learning portals
a section of an employer’s website that offers employees online access to training courses
Types of Training (5 of 6) ; virtual classroom
that uses special collaboration software to enable multiple remote learners, using their PCs or laptops, to
Types of Training: Mobile and microlearing
delivering learning content, on the learner’s demand, via mobile devices such as cell phones, laptops, and tablets, wherever and whenever the learner has the time and desire to access it.
Types of training web 2.0
learning that utilizes online technologies such as social networks, virtual worlds (such as Second Life), and systems that blend synchronous and asynchronous delivery with blogs, chat rooms, bookmark
Lifelong Learning training
provides employees with continuous learning experiences over their tenure with the firm
Literacy Training
. Basic skills such as writing and speaking can be trained by giving employees exercises to work.
Diversity Training
aims to improve cross-cultural sensitivity, with
Purpose of performance appraisal
- promotion, retention,
- ensuring employees performance make sense with company’s goals
- correcting any defecincedies and reinforce he or she does things right
4 . review employee plans
The Three-Step Performance Appraisal Cycle
- establish goals and performance standards
- apprise employers performace
- feedback; coach and counsel employee
what it is 360 degree feedback
boss collects performance info all around employeee (supervisors, internal/ex customers)
pros of 360 FB
-can develop self improvement plan
what is in a workforce action plan? 5
- employment planning and forecasting
- recruiting: Building pool of canidates
- applicants complete app forms
- use selection tools like test to screen out most app
- supervisors and other interview final candidates to make final choice
