all Flashcards
(38 cards)
What is training?
Training is a systematic acquisition of skills, rules, concepts, or attitudes that improve performance.
How much is spent by an organization on employee training? (average)
* $51.4 Billion * 2% of payrolls * $955 per employee
What is organization Analysis
Organization analysis are factors that facilitate or inhibit training effectivenessOrganizational Climate• Employee readiness (e.g., attitudes, time, commitment)• Management supportResource Analysis• Do we have the funding/resources to train effectively
What is Task analysis?
A task analysis identifies how tasks are learned• Expected at time-of-hire ?• Easily taught on-the-job ?• Current training program ?• No training?
What is person Analysis
• Performance appraisal scores Low scores indicate needed areas of improvement• Surveys (e.g., in what areas do employees think they should improve?)• Interviews• Skill and knowledge tests• Critical incidents (e.g., for poor performances prescribe training area
What factors motivate employees to train?
Required• Track attendance• Voluntary – On the clock – Make it seem necessary – Make training interesting – Focus on core competencies – Increase employee buy-in (give a choice in topic; let them help develop) – Provide incentives (food, certificates, college credit, pay increase) – Reduce associated stress (work release/ reduction?)
What is job rotation?
* Learning through cross-training * learning various roles in an organization prevents boredom from repetitive task-oriented jobs.
What is observational learning?
* Learning by modeling/ watching others * experienced employees are good coaches * not all employees are good coaches.
what is data criterion
Data criterion is data acquired from superiors or other places.for example documented absenteeism, which might be utilized in gauging the behavior of workers in an occupation.
What are predictors?
* Predictors are used to forecasting criterion data’ * When selecting applicants we must use predictors as a substitute for criterion data, since we don’t have access to it. if we knew which applicants would be good performers predictors wouldn’t be necessary.
How are work samples used as predictors?
* Work samples attempt to predict the performance the criteria measures and use them as predictors * Work samples are developed by creating smaller tests that measure the actual job performance criteria.
How is personality testing work predictors?
* Personality testing tells of an individuals traits or predispositions to behave in a particular way across situations * Usually, measure the big five OCEAN * Are valid predictors of job performance
What are the big 5?
OCEAN * Openness to Experience (imaginative, curious, cultured) * • Conscientiousness (organized, disciplined, careful) * • Extraversion (outgoing, gregarious, fun-loving) * • Agreeableness (trusting, cooperative, flexible) * Neuroticism (emotional stability; anxious, insecure, vulnerable to stress)
What are reliability and validity?
They are the index of the relationship between a predictor and criteria * Validity coeficiend= (r) They are evidence that dictates whether a test is good or a bad predictor
Computer adaptive testing as a predictor
* computer adaptive testing is a process through which computer technology is used to identify easier/harder questions that eventually estimate an applicant’s true ability level. * Scores on earlier questions affect the difficulty of subsequent questions * the benefits of this test are that it allows for quick and accurate scoring and its believed to provide more precise measurements.
What are speed tests as a form of predictors?
* They hold relative easy items * short time limit * individuals must complete as many items as possible before time expire
What are power tests?
In power tests, items are more difficult and there’s no time limittest takers are expected to complete all items.
What are paper and pencil tests?
Different types * essay * multiple choice * true false * short answer * most cognitive ability tests are in this format * many now are computerized
What are performance tests
Performance tests require manipulation ofobject or quipment.
What are strengths and weakness of integrity tests
* The purpose of the tests is to predict if an employee will engage in counterproductive or dishonest work-related behaviors over integrity test * measures attitudes towards theft and actual theft behaviors (self-report) personality type integrity test * measures personality characteristics believed to predict counterproductive behaviors.
Why are evaluations important?
* Are used to make personnel decision such as firing, raises, demotions etc * they are used for development purpose and documentation (ex before laying workers off) * Also used for research
What is 360 Degree feedback
Also called Multisource feedback * it is a method of performance appraisal in which multiple raters at various levels of the organization evaluate a target employee 4-10 rators * they can give him feedback as well within 6 weeks of evaluations * 15 min to complete
Who is the most common source of performance appraisal ratings?
Direct Supervisor
What is the difference between a supervisor and peer feedback?
* The supervisor only sees the end result and commonly used Peers are valid but lenient * see behavior leading to output
