Knowledge: People - Engagement and Training

Three types of HR enagagement

Trait Engagement: The personality-based elements that make an individual inclined to be involved. Curious, interest in problem-solving.

Stage Engagement: The influence of the workplace enviroment on an individual’s inclination to become involved.

Behavioral Engagement: The effect of indiviual effort that creates the satisfaction from a job well done. Occurs when both Train and State Engagement are actived.

Four drivers of engagement from an international perspective

The work itself as well as development opportunities at work

Stability and the confidence that is placed in organization’s leadership

Rewards and Recognizition

The upward and downward flow of communition

Three leadership practices that encourage and support employee performation.

Transformational Leadership: Leader creates a vision. Inspires change.

Authentic Leadership: Leader builds legitimacy through honesty relations and an ethical foundation.

Supportive Leadership: path-goal theory. Reduce employee stress and frustration in the workplace.

Developing engagement policies:

1 - Identify the need

2- Determine what the policy content with be

3 - development - obtain stakeholder support. share draft.

4 - Implementation - communication plan. what, who, when , how for policy luanch.

4 -

Motivational Theory: 3 underlying theorires of human bevhaior linked to movivation

All human behavior is caused. They have a reason for what they do.

All behavior is focused on achieving an end goal, even if it is subconcious

Every person has a unique fingerprint. No one things, experiences, acts, the same.

Skinner’s Behavior Reinforcement Theory. (4 Intervention strategies)

Positive Reinforcement. - Providing a reward for good behavior.

Negative Reinforcement - avoiding negative consequences by reward employees for desire behavior.

Punishment - something negative occurs when an undesirable action occurs

Extinction - no response. No reinforcement of any kind, leading to a diminished behavior.

3 Types of rating formulas typically used in category ratings for performance reviews

Graphic Scale (1-5)

Checklist (Employee meets all deadlines, empployee meets some deadlines, etc)

Forced Choice: Check a statement that most like the employee’s performacnce and least like the employee’s performance.

Common narrative evaluations for employee performance

Essay Format - describes each category of performance

Critical Incident - logs a particular incident

Behaviorally anchored rating scale (BAR) - describes desirable and undesirable behavior. Most accurate, but requires extensive time to develop and maintain

Self Assessment

Drivers of retention

Onboarding and orientation

Mentorship programs

Employee compensation

Work-Life Balance

Training and Development

Communication and Feedback

Dealing with CHange

Fostering Teamwork

Team celebration

Adult Learning Principles: As people grow, they shift in the following ways:

Self-concept: Beliefs of themselves are becoming more self-directed and self-sufficient

Experience

Readiness to Learn:

Orientation to learning: shift from subject-focused to problem-focused learning with application

Motivation to learn: internally motivated instead of external.

According to K.P. Cross , what are the 3 barriers to adult participation in learning?

Situational

Institutional

Dispositional

ADDIE Model (Trainings)

Analyze (needs analysis), Design, Develope, Implement, and Evaluation.

Kilpatrick’s Four Levels for Evaluating Trainings

Reaction: Measuring how employees react to the training

Learning: Measuring how much a partiicpants knowledge has increased because of the training

Behavior: Measuring how partiicpant behavior has changed several weeks following the training

Results: Measuring the outcomes, benefits, adn orseultfs of the training (increased retention, higher production, fewer incidents, etc)

Two processes for Career Development

Career Planning (Employee/Individual - assess skills, talents, abilities)

Career Mangement (Organization - implimenting and monitoring employee training and career pathers)

Four roles in assisting employees with their career development

Coach - listen,clarify

Appraiser - feedback

ADvisor - suggest options

Referral Agent - consulting with employees on action plans and linking to resources.

What stages does a typical model of career development program have?

Occupational Preperation: Occupation is assessed, decided, and then skills and education levels are pursued to reach that occurment.

Organizational Entry: Find a job in that occupation

Early Career Establishment: learn the new job, culture, role

Midcareer: Evlauates career objectsions and may/may not choose to shift direction

Late-career: focuses on retirement and career legacy.

What is hardship testing?

American management consultant Peter Drucker said there are 5 types of hardship that can lead to enhanced leadership skills if the person is ble to overcome the hardship.

1 - Career setbacks

2- Personal Trauma

3 - Business Mistakes

4 - Problem Employees

5 - Downsizing