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Training
The process of teaching employees the basic knowledge, skills, and behaviors they need to perform their jobs.
Benefits of Training
Includes better job performance, decreased accidents and injuries, and increased employee engagement and satisfaction.
Negligent Training
Occurs when an employer fails to provide sufficient training, leading to employee actions resulting in injuries or loss.
Training Needs Analysis
A process to determine required training processes that help employees perform their job effectively, including organization, task, and person analysis.
Task Analysis
An analysis to identify observable actions contributing to the achievement of a goal in job performance.
Person Analysis
Identifies who will receive training, clarifying the trainees' existing knowledge levels and characteristics.
Performance Threshold
The minimal standard of performance that must be met to indicate acceptable performance levels.
Traditional Training Techniques
Includes classroom instruction and on-the-job training, where employees practice job skills under guidance.
E-Learning
Web-based or computer-based training that is typically less expensive and more consistent than classroom training.
Simulations
Training method placing trainees in job-like situations to enhance learning through immersion.
Kirkpatrick’s Training Evaluation Model
A framework to evaluate training effectiveness across four levels: reactions, learning, behaviors, and results.
Performance Management
A system for defining, measuring, and developing workforce performance, aligning employee activities with organizational goals.
Graphic Rating Scale
A performance appraisal method using established scales to rate proficiency on different dimensions.
360-Degree Appraisal
A performance appraisal system that uses multiple sources to provide comprehensive feedback on employee performance.
Errors in Performance Measurement
Mistakes in evaluating employee performance, including biases from recency, first impressions, or inaccuracies across rating scales.