HRM FINAL EXAM concise

What is training?

Training enhances Knowledge, Skills, and Abilities (KSAs) so employees can perform their jobs effectively, leading to improved organizational performance and success.

What does KSA stand for?

Knowledge, Skills, and Abilities.

What is Training Needs Analysis (Needs Assessment)?

The process of identifying performance gaps and determining what training is needed before training is designed and implemented.

What are the three levels of Training Needs Analysis?

Organizational Analysis, Person Analysis, and Task Analysis.

What is Organizational Analysis?

Examines the organization's strategy, resources, and management support to determine whether training is needed and feasible.

What is Person Analysis?

Determines who needs training and whether performance problems are caused by lack of ability/skill or lack of motivation.

What is Task Analysis?

Determines what tasks, knowledge, skills, and subjects the training should cover.

What is a Lecture training method?

A classroom instruction method in which trainees receive information from an instructor.

What is Online/E-Learning?

Computer-based or distance learning delivered through online platforms.

What is On-the-Job Training (OJT)?

A training method in which an experienced employee guides and teaches a trainee while performing actual job tasks.

What is Off-the-Job Training?

Training conducted away from normal work activities using methods such as simulations, case studies, and role-playing.

What is Orientation?

Training designed to familiarize new employees with the organization's rules, policies, and procedures.

What is Onboarding?

An ongoing process that prepares employees for full participation, helps them connect with the organization, and adjust to its culture and work environment.

What is the difference between Orientation and Onboarding?

Orientation is a short-term introduction to rules, policies, and procedures, while onboarding is a long-term process that helps employees become fully integrated and productive members of the organization.

What are the four stages of Onboarding?

Compliance, Clarification, Culture, and Connection.

What is Compliance in onboarding?

Understanding company policies, rules, and regulations. (Prepare)

What is Clarification in onboarding?

Understanding job duties and performance expectations. (Orient)

What is Culture in onboarding?

Understanding company history, values, norms, traditions, and mission. (Integrate)

What is Connection in onboarding?

Building working and interpersonal relationships. (Engage)

What is Direct Compensation?

Money paid directly to employees, such as salaries, wages, and bonuses.

What is Indirect Compensation?

Non-cash benefits provided to employees, such as insurance, retirement benefits, and paid leave.

Give examples of Indirect Compensation.

Health insurance, children's education coverage, housing/accommodation, summer stay or teaching opportunities, and additional perks instead of higher pay.

What is the difference between Direct and Indirect Compensation?

Direct compensation consists of cash payments such as salaries, wages, and bonuses, while indirect compensation consists of non-cash benefits such as insurance, retirement plans, and paid leave.

What are Alternatives to Cash Pay?

Non-monetary rewards provided instead of direct cash payments.

Give examples of Alternatives to Cash Pay.

Free housing, free education or training, teaching opportunities, flexible work arrangements, and extra vacation time.

What is Performance Management?

The process through which managers ensure that employees' activities and outputs contribute to organizational goals. It also identifies strengths, weaknesses, and skill gaps so performance can be improved through feedback, training, and development.

Why is Performance Management important?

It identifies employee strengths, weaknesses, and skill gaps, improves performance, and helps determine training and development needs.

What is the relationship between Performance Management and Training?

Performance management identifies skill gaps, and training is used to correct those gaps and improve performance.

What outcomes may result from improved employee performance?

Incentive pay and bonuses, promotions, and recognition or rewards.

What is Performance Appraisal?

A formal process in which a manager evaluates an employee's performance and provides feedback.

What is Positive Feedback?

Feedback that recognizes strong performance, achievements, and accomplishments.

What is Constructive Feedback?

Feedback that identifies areas needing improvement and provides guidance for improvement.

What are the two main types of feedback in Performance Appraisal?

Positive feedback and constructive feedback.

What are Performance Appraisal results used for?

Compensation decisions, training and development decisions, and identifying employee strengths and weaknesses.

How are Performance Appraisal results used for compensation decisions?

They help determine raises, bonuses, promotions, and other rewards.

How are Performance Appraisal results used for training decisions?

They identify skill gaps and development needs that can be addressed through training.

How are Performance Appraisal results used to identify strengths and weaknesses?

They help managers evaluate employee performance and determine areas of excellence and areas needing improvement.

What is the basic link between Performance Management, Training, and Performance Improvement?

Performance Management identifies skill gaps → Training corrects skill gaps → Employee performance improves → Employees may receive bonuses, promotions, and recognition.