Unit 4 Flashcards
What is training
the process of teaching new or existing employees the basic skills, knowledge, and behaviour they need to succeed
what are the benefits of training
better job performance, fewer injuries, enhanced employer brand, greater employee engagement/satisfaction/retention
what is negligent trainging
a claim that can be Brough upon an employer if an employee causes harm to a third party due to poor training
what are the steps in developing a training program
training needs analysis, methods of instruction, validation, implementation, evaluation
what are the three parts of training need analysis
organization analysis, person analysis, task analysis
what is organization analysis
establishing training context by examining the strategic goals of the org, the organizational training climate, and the barriers to training
what is person analysis
determining who will receive training, clarifying trainees existing KSA’s, and examining characteristics of trainees
what is task analysis
identifying key job related tasks. determine performance standards, frequency, skills and knowledge required, conditions under which task is performed
what are some methods of instruction
classroom teaching, on the job training, adventure based learning, tech enabled learning,
what is the validation step
administer the program to a representative sample of employees to see if objectives are met
what is the implementation step
implement training with the goal of maximizing the extent the training is transferred to the job. maximize by making the training similar to the job, providing practice opportunities, providing frequent feedback
what is the evaluation step
evaluate how well the training program worked. assess reaction, assess learning, assess behaviour, assess results
what is performance management
a system that defines, measures, and develops the performance of the workforce of an org
what are the parts of the performance management process
organizational goals, employee objectives, monitoring and support, evaluation, consequence, repeat
what are the benefits of performance management systems
strategic benefit aligns employee efforts and org goals, admin benefit informs administrative decision making, developmental benefits help employees grow within the org
what are the main performance appraisal methods
alternation ranking method, forced distribution method, graphic rating scale, behaviourally anchored ranking scale,
what are the main sources of appraisal information
peers, supervisor, subordinate, self
what is 360 degree appraisal
using multiple rating sources when evaluating an employee. confidential and anonymous, provides detailed information, strengths and weaknesses are identified, but it is time consuming and can not be followed up on
what are some errors in performance management
primacy effect, and recency effect
What are the main learning styles
Auditory, Visual, Kinaesthetic Tactile
what are the important legal aspects of training
Ensure training is related to job analysis and do not negatively impact any groups, ensure all groups have equal opportunity to be trained, avoid negligent training claims
What is performance analysis
evaluating if there is a performance deficiency and deciding how to correct it. must distinguish between can’t do and won’t do problems
what is programmed training
involves presenting information or questions, allowing trainee to respond, providing feedback based on response. Cuts training time by about a third but comes at a high cost
what is informal training
any learning that occurs which is not designed or planned by an organization. typically through day to day interactions with mentors/colleagues
what is performance appraisal
the formal relatively infrequent process when employees performance is evaluated and scored
what are the three major purposes for performance management
aligns employee actions with strategic goals, vehicle for culture and change, provides input into other HR systems
what is task performance and contextual performance
task performance is an individuals direct contribution to their job. context performance is an individuals indirect contribution to an org through social, psychological, and organizational behaviours
