HR Test Two

Needs Assessment

“Gap "Analysis” - Organization (In what environment), Task (what), or Person (who) analysis.

Training Readiness

learner ability to learn, attitude, motivation to learn (noe’s specialty)

instructional design

process of developing training to meet needs

learning management system

computer application that automates training

trainer

in house or contracted out (+/-)

training methods

OJT vs OFF-job training, apprentice/internship

transfer of training

(TOT) did the trainee learn that material (did it apply to her workplace?)

Training evaluation

levels: shallow to deep: reaction, learning, behavior

diversity training

to increase awareness of group and individual differences

Training vs. Development

(short-term results vs long term) (Blue vs. white collar)

Mentoring

relationship between mentor & protege to help junior’s career (natural attraction OR formal)

Coach

not as deep relationship, short term, to help develop a skill

In-basket exercise and leaderless group

common management skill assessments (in assessment centers)

Job assignments (as development)

rotation, transfer, promotion, demotions, temporary assignment

Off the job techniques

streaming, lecture, conference, simulation, case study/game, role playing, assessment center, professional association, sensitivity training

career management

employer system OR individual driven only (PD plan)

glass ceiling

protected class member get’s stuck in promotion ladder

succession planning

company IDs employees who can fill jobs when they become vacant

PA goals

evaluate vs developmental (e.g. past vs future focused)

360-degree feedback PA

raters: Supervisor, self, subordinates, serves, same job peers (reduces possible bias but expensive on time and money)

performance management

PA is the main tool (formal)

Comparitive methods

ranking, forced distribution (certain %)

absolute standards

more common - does not directly compare employees, “rate bob on communication 1-5 scale” (like SITE)

behaviorally anchored rating scale (BARS)

replaces the 1-5 (poor vs excellent) with behavior statement (“meets weekly”)

rater errors

halo, central tend, strict, lenient, recency, just-like-me (supervisor biases)

PA form problems

Deficiency (lacks key trait) vs contamination (has unneeded)

voluntary t/o

quit

involuntary t/o

fired

employment-at-will

can terminate for good, bad, or no cause at all

mirror image at-will

employee can quit for good, bad, or no cause at all

exceptions to at will

civil rights laws, contracts, whistle-blowers, public sector

Progressive discipline

for minor violations, attendance, performance. in steps: verbal, written, suspension, termination

Non-progressive

(immediate discharge) dishonesty, violence, drugs

hot stove rule

how discipline should be given (with a warning)

defamatory references

(given by employers) protected by state laws; low rate; just tell the truth

wrongful discharge

employer violates laws/dishonors an employee agreement (lawsuit)

WARN act

(plant closing law) 60 day notice before big layoff (100+) or plant closing

Alternative dispute resolution

Mediator (talk), arbitrator (decision maker)

standard dispute resolutions

complaint or grievance procedure