WKS 4 & 5: Performance Management, Training, Ethics, and Law

Flashcards covering performance management models, appraisal methods, learning styles, training types, ethics, compensation, and labor law concepts.

Performance Management

A process to maintain and improve performance by setting goals within a team or as an individual to maximize the value of employees.

Disciplinary actions

Legal actions such as firing an employee or terminating their contract if they do not improve their behavior.

Performance appraisal

The official moment in the Performance management model where a discussion or conversation occurs regarding whether or not the employee reached their goals.

Narrative appraisal / Essay appraisal

A time-consuming assessment method that involves writing a "story" about what the employee does, their challenges, and areas for improvement.

Critical incidents appraisal

An appraisal method involving keeping a record of positive or negative behavior throughout the year to measure performance.

Behaviourally Anchored Rating Scales (BARS)

A method where performance is scored based on key behaviors, usually on a scale of $1$ to $5$, providing more information for each score.

Graphic Rating Scale

An appraisal method similar to BARS but simpler and based primarily on content.

Activist (Learning cycle)

A type of learner who is open-minded and values maximal experience.

Reflector (Learning cycle)

An introverted learner who prefers observing first before engaging.

Theorist (Learning cycle)

A learner who thinks things through, values complex theories, and has a strong understanding.

Pragmatist (Learning cycle)

A learner who focuses on hands-on experiment to acquire knowledge.

Technical training

Training focused on specific systems like Opera or new software.

Soft skills training

Training geared toward guest interaction.

Quality training

Training regarding standards and safety, such as HACCP on food safety.

Professional/legal training

Training used to stay up to date in one's own expertise, such as Employment law for HR.

Brown bag lunch

An informal training delivery method held in a lunch setting.

Job shadowing

A training method where an employee follows a manager on the job to learn their role.

Vestibule training

Also known as 'near the job training,' it is conducted in a simulated work environment with sample equipment when on-the-job training is too costly or dangerous.

Gamification

A playful way of learning.

Kinesthetic preference

A learning preference based on examples and practical experience in the real-life world.

Ethics

Moral principles about good or bad that give direction on how to behave.

Ethical dilemma

A moral paradox or problem in making a decision between two options where neither option is absolutely acceptable.

Total compensation package

The combination of base pay/salary, benefits, and incentives.

Base pay/salary

The agreed payment received every month, including the payout for extra hours worked.

Benefits

Fixed parts of a contract such as discounts, free food, holiday money, insurance, and paid sick leave.

Incentives

Non-guaranteed rewards for going the 'extra-mile,' such as bonuses, commissions, or Employee of the Month awards.

Retention

The aim to keep employees in a company for a long time to save on time and costs associated with recruitment and training.

Turnover

The number of people who leave an organization, which can be voluntary or involuntary.

Direct turnover cost

Costs including leaving, replacement, and transition costs.

Indirect turnover costs

Costs resulting from loss of production and reduced performance while onboarding a new employee.

Physical withdrawal

When a dissatisfied employee leaves the job, increases absenteeism, or is frequently late.

Psychological withdrawal

When an employee becomes disengaged, resulting in less job involvement, less commitment, and a performance decrease.

Collective Agreements

Agreements like the 'Arbeitstarifvertrag' that provide sources of law for HR processes such as salary scales.

Unlimited contract

A permanent contract that allows for a maximum probation period of $2$ months.

0-hour contract

A contract without a specified minimum number of hours where the employee is paid only for the hours worked.