HRM - MIDTERM REVIEWER

Performance Management

is the process of ensuring that a set of activities and outputs meets an organization's goals in an effective and efficient manner.

Performance Appraisal

is the systematic description of an employee’s strengths and weaknesses.

is an important component of performance management.

Training Development

is a continuous process in an organization to achieve its organizational goals by improving the skills and knowledge of the employees.

Training

A systematic procedure for transferring technical know-how to the employees so as to increase their knowledge and skills for doing particular jobs.

Involves teaching operational or technical employees how to do their jobs more effectively and/or efficiently.

Development

is a process of preparing employees for future position and improve their personal skills to handle the critical situations in an organization.

• is generally aimed at helping managers better understand and solve problems, make decisions, and capitalize on opportunities.

• is often considered a HR function

is broader in scope and focuses on individual’s gaining new capabilities useful for both present and future jobs.

Knowledge

- Impart cognitive information and details to trainees.

Skill

Develop behavior changes in how jobs and task requirement are performed.

Attitude

- Create interest in and awareness of the importance of training.

On the Job Training

Having employees learn their job while they are actually performing it

Apprenticeship

A combination of on-the-job and classroom instruction

Work-Based Programs

Tie the training and development activities directly to the performance of the task.

Vestibule Training

A work-simulation situation in which the job is performed under a condition that closely simulates the real work environment Systematic Job Rotation and Transfer Systematically rotating or transferring the employee from one job to another

Instructional-based Programs Approach

training and development from a teaching and learning perspective Lecture or discussion approach A trainer presents the material to those attending the program in a descriptive fashion

Computer Assisted Instruction

A trainee sits at a personal computer and operates software that has been developed specifically to impart certain information to the individual Programmed Instruction The material to be learned is prepared in a manual or training booklet, which the individual studies at his or her pace

Questionnaires (Feedback forms)

or ‘happiness sheets’ are common way of eliciting trainee response programs.

Tests or examinations

are common on formal courses which provide a certificate, e.g. diploma in word processing skills although end-of-course tests can be provided after short courses to check the progress of trainees.

Projects

initially seen as learning methods but they can also be provided valuable information to instructors.

Structured exercises and case studies

are opportunities to apply learned skills and techniques under the observation of tutors and evaluators.

Trait-based assessment systems

assesses or identifies the abilities or a subjective character trait of employee such as-attitude, initiative or creativity.

Behavior-based systems

measures the extent to which an employee engages in specific, relatively well-defined behaviors while at the job, which leads to success.

Results-based systems

measures the bottom line associated with an employee work and his/her accomplishments

Employee Orientation

is a systematic and planned introduction of employees to their jobs, their co-workers, and the organization.

HRD mechanisms

Management should commit itself to allocate major resources and adequate time to training. Training should contribute to competitive strategies of the firm. Training should be done at all levels on a continue and ongoing basis. There should be proper linkage among organizational, operational and individual training needs. Create a system to evaluate the effectiveness of training.

Counselling

It is a two-way process in which a counselor provides help to the workers by way of advice and guidance. It is a two-way process of helping subordinates to achieve better adjustments with their work environment to behave as psychologically mature individuals and help in achieving a better understanding with others so his dealing with them can be effective and purposeful.

Coaching

is the practice of giving sufficient direction, instruction and training to a person or a group people, so as to achieve some goals or even in developing specific skills.

A relationship between an individual and either an individual or a team of employees. Focuses on building skills or competencies. Requires a strong relationship between the coach and the individual/s.

Potential Appraisal

refers to the appraisal i.e., identification of the hidden talents and skills of a person. The person might or might not be aware of them.

Mentoring

A relationship in which an experienced manager is paired up with an individual early in the latter’s career or when new to the company. For the experienced employee to convey interpersonal, organizational and development skills.

Employee Separation

refers to the process of managing the end of the employment cycle.

Separation

is a situation where the service contract of an employee with his employer comes to an end.

Lay-Off

cannot be avoided in certain situations

is a temporary separation of an employee from his/her employer at the instance of the latter, without any prejudice to the former

Resignation

refers to termination based on the employee’s discretion to discontinue employment

Dismissal or Discharge

is a drastic step initiated by the employer; this step should be taken after careful analysis and thought.

Retrenchment

refers to an employer giving a termination to a workman for any reason whatsoever, otherwise than a punishment inflicted by way of disciplinary action.

Retirement by Superannnuation

Where an employee retires on attaining the age prescribed for retirement

Transfer

In companies, employees are transferred from one department to another of the same unit, or from one unit to another unit.

Basic Labor Laws

The State shall protect labor, promote full employment, provide equal work opportunity regardless of gender, race, or creed; and regulate employee-employer relations.

Work Day

refers to any day during which an employee is regularly required to work

Hours of Work

refer to all the time an employee renders actual work, or is required to be on duty or to be at a prescribed workplace.

Weekly Rest-Day

A day-off of 24 consecutive hours after 6 days of work should be scheduled by the employer upon consultation with the workers.

Wage

is the amount paid to an employee in exchange for a task, piece of work, or service rendered to an employer.