Week 8: Employee Training, Development and Performance Appraisal

Question 1

Employee training

Answer 1

The systematic effort to develop the knowledge, skills and attitudes required by an individual to perform a given task successfully

Question 2

Employee development

Answer 2

The systematic effort to develop the knowledge, skill and attitudes of an employee that are necessary for the performance of new or future responsibilities.

Question 3

Human Resource Development (HRD):

Answer 3

An integrated system of training and development aimed at developing employees’ full potential to ensure effectiveness in emerging situations. Typically an agreement between workers and employers on joint-goals.

Question 4

What HRD can help with

Answer 4

Can help employee motivation and sense of value; organisations get more capable and higher performing workforce

Question 5

Coaching

Answer 5

Process of developing the existing strengths of an employee and guiding them in the direction in which they are already heading, through one-on-one interaction.

Question 6

Enhancement of existing skills (coaching) vs. transfer of knowledge (training).

Answer 6

E.g. Coach new chef to improve their cheese cake through each iteration vs. provide chef with instruction to make a better cheese cake

Question 7

Education

Answer 7

A process of developing an individual’s full potential by teaching knowledge, skills and attitudes . More broad in nature.

Question 8

Traditional training Paradigm

Answer 8

Focused on removing the current gap between the required knowledge, skills and abilities to do the job with the worker’s knowledge, skills and abilities in that job

Question 9

Human Resource Development (HRD) Paradigm

Answer 9

Focused on not only current employee developmental needs but also future needs of organisation and employee’s potential

Question 10

Learning Paradigm

Answer 10

Employee driven approach to development. Employee made responsible for own development.

Question 11

Two core purposes of training

Answer 11

New employee orientation/Induction training

Improvement training

Question 12

New employee orientation/Induction training

Answer 12

Orientation provided to new recruits in order to introduce them to the organisation’s history, culture, goals, policies, values, work systems, practices and culture. An important opportunity for company to create good impression and demonstrate support.

Question 13

Improvement training

Answer 13

Training existing employees either to remove any deficiencies in their skills regarding their current jobs or to prepare them for different jobs they would be required to perform.

Question 14

Instructional Systems Design (ISD)

Four general phases:

Answer 14

1. Training needs assessment (TNA)
2. Design and development
3. Delivery
4. Evaluation

Question 15

1. Training needs assessment (TNA)

Answer 15

A systematic analysis of learning needs that are required by employees so that the organisation and employees achieve their objectives.

Question 16

2. Design and development

Answer 16

consideration of time and resources; use of effective learning principles

Question 17

3. Delivery

Answer 17

organisation of trainers, materials, venues, accommodation, travel

Question 18

4. Evaluation

Answer 18

Did the training meet it’s objectives? Was it cost-effective? Did the trainees like it?

Question 19

According to Kirkpatrick, there are four levels of training evaluation

Answer 19

Reaction
Learning
Behaviour
Results

Question 20

Performance Appraisal

Answer 20

The process of measuring an employee’s performance on the job. Objectives should be assessed by reliable and valid metrics so employees accept results.

Question 21

Types of appraisal methods

Answer 21

Traits-oriented approaches
Behaviour-oriented approaches
Results-oriented approache

Question 22

Behaviour-oriented appraisal methods

Answer 22

Narrative essays
Behaviour checklists 
Graphic rating scales
Ranking Employees
Paired Comparisons

Question 23

Results-oriented appraisal methods

Answer 23

Most common results-oriented approach is Management by Objectives. . Focused on outcome rather than plan/process which is a key criticism of this method as other internal or external factors influence achievement of objectives

Question 24

Issue with Behaviour-oriented appraisal methods

Answer 24

Issue that behavioural ratings only have weak/moderate links to actual performance

Question 25

Diagrams and performance appraisals

Answer 25

There’s some diagrams and examples on the performance appraisal slides you may want to look at

Hope you’re going well with everything. I’m always here if you need anything, even if it’s just somebody to talk to : )