HRM 2600 CHAPTER 7-14 EXAM REVIEW
Strategic Approach to Training & Development - correct answer-step 1: needs assessment -
organization, task and person analysis
step 2: design - instructional objectives , trainee readiness, learning principles
step 3: implementation - on-the-job methods, off-the-job methods, management
development
step 4: evaluation - reactions, learning, behaviour, results
Components of Training Needs Assessment (step 1) - correct answer-- organizational
analysis
- task analysis
- person/performance analysis
Principles of Learning (step 2) - correct answer-- goal setting
- meaningfulness of
participation/modelling
- repetition
- relevance
- transference
- feedback
- individual learning differences
Training Methods Used for Non Managers - correct answer-- on-the-job training
- apprenticeship training
- internship
- classroom instructions
- e-learning
- programmed instruction
Training Methods Used for Managers - correct answer-- on-the-job experiences
- seminars and conferences
- case studies
- management games and simulations
- role-playing
- behaviour modelling
Advantages of Evaluation Criteria - correct answer-
Disadvantages of Evaluation Criteria - correct answer-
Additional Training Programs - correct answer-orientation - process of familiarizing new
employees with the organization, their jobs and their work units
onboarding - process of systematically socializing new employees to help them get "on
board" with an organization
, Performance Management Definition - correct answer-process encompassing all activities
related to improving employee performance, productivity, and effectiveness
includes goal setting, pay for performance, training and development, career management,
and disciplinary action
Performance Appraisal Process - correct answer-1. defining performance expectations
2. establishing performance evaluation policies
3. appraising performance
4. providing feedback to employee regarding performance
Purposes of Performance Appraisal - correct answer-- performance improvement
- compensation adjustments
- placement decisions
- training and development needs
- career planning and development
- identify deficiencies in staffing process
- diagnose job design errors
- avoid discrimination
- external challenges
Reasons why performance Appraisals Fail - correct answer-- manager is inadequately
prepared
- employee is not given clear objectives at the beginning of the performance period
- the performance standards may not be clear
- the manager rates the employee's personality rather than performance
- the language in written evaluations is subjective or vague
Sources of Appraisal Information - correct answer-- immediate supervisor
- peers
- rating committees/teams
- self
- subordinates
- customers
- 360 degree appraisal (all of the above)
Methods used for Performance Evaluation - correct answer-- trait Method
- behavioural method
- results method
Characteristics of an Effective Performance Appraisal Interview - correct answer--
Emphasize positive aspects of employee performance
- Conduct the review session in private without interruptions
- Make criticisms specific
- Focus criticisms on performance, not on personality
- Stay calm
- Identify actions to improve performance
Strategic Approach to Training & Development - correct answer-step 1: needs assessment -
organization, task and person analysis
step 2: design - instructional objectives , trainee readiness, learning principles
step 3: implementation - on-the-job methods, off-the-job methods, management
development
step 4: evaluation - reactions, learning, behaviour, results
Components of Training Needs Assessment (step 1) - correct answer-- organizational
analysis
- task analysis
- person/performance analysis
Principles of Learning (step 2) - correct answer-- goal setting
- meaningfulness of
participation/modelling
- repetition
- relevance
- transference
- feedback
- individual learning differences
Training Methods Used for Non Managers - correct answer-- on-the-job training
- apprenticeship training
- internship
- classroom instructions
- e-learning
- programmed instruction
Training Methods Used for Managers - correct answer-- on-the-job experiences
- seminars and conferences
- case studies
- management games and simulations
- role-playing
- behaviour modelling
Advantages of Evaluation Criteria - correct answer-
Disadvantages of Evaluation Criteria - correct answer-
Additional Training Programs - correct answer-orientation - process of familiarizing new
employees with the organization, their jobs and their work units
onboarding - process of systematically socializing new employees to help them get "on
board" with an organization
, Performance Management Definition - correct answer-process encompassing all activities
related to improving employee performance, productivity, and effectiveness
includes goal setting, pay for performance, training and development, career management,
and disciplinary action
Performance Appraisal Process - correct answer-1. defining performance expectations
2. establishing performance evaluation policies
3. appraising performance
4. providing feedback to employee regarding performance
Purposes of Performance Appraisal - correct answer-- performance improvement
- compensation adjustments
- placement decisions
- training and development needs
- career planning and development
- identify deficiencies in staffing process
- diagnose job design errors
- avoid discrimination
- external challenges
Reasons why performance Appraisals Fail - correct answer-- manager is inadequately
prepared
- employee is not given clear objectives at the beginning of the performance period
- the performance standards may not be clear
- the manager rates the employee's personality rather than performance
- the language in written evaluations is subjective or vague
Sources of Appraisal Information - correct answer-- immediate supervisor
- peers
- rating committees/teams
- self
- subordinates
- customers
- 360 degree appraisal (all of the above)
Methods used for Performance Evaluation - correct answer-- trait Method
- behavioural method
- results method
Characteristics of an Effective Performance Appraisal Interview - correct answer--
Emphasize positive aspects of employee performance
- Conduct the review session in private without interruptions
- Make criticisms specific
- Focus criticisms on performance, not on personality
- Stay calm
- Identify actions to improve performance
