MIDTERM 2 Flashcards
(64 cards)
Organizational culture
Shared belief and values that shape employee behaviour
Impact of organisational culture on employees
Culture serves as guide for employee action and behaviour
Key components of occupational health and safety
-compliance with legal safety requirements
-shared responsibility through health and safety commitees
-consequences on violation
-worker compensation for injuries and illness
Ways to protect employees
-safety programs
-monitoring of health and safety violations
-identify potential hazards
-ergonomic workplace design (environment that emphasizes employee safety through workstation setup, work environment, tools and equipment, safety considerations)
Programs/ services to promote employee well being
Wellness programs
Employee assistance program (EAP) for conselling
Disability management
Workplace security
Emergency response, harrasement prevention, personal safety
Employee engamement
Leadership, values, and teamwork
Occupational disease
Disease resulting from exposure relating to a particular process, trade or occupation in idustry
Occupational illness
Condition resulting from exposure to environmental factors in industry
Safety data sheet (SDS)
Document made by supplier with detailed info regarding hazardous materials
WHMIS
Workplace hazardous materials information system
Benefits of employee orientation
Reduce turnover, increase productivity, improves comonay identification, lowers training costs
Instructional system design approach (ADDIE model)
ASSESS- identify training needs at organisational, task and individual level
DESIGN- develop objectives, training format, and course structure
DEVELOP- create content, instructional materials, and evaluation methods
IMPLEMENT- deliver training via chosen method (simulations, e learning…)
EVALUATE- measure effectiveness of training
Components of a needs assessment
Organizational level- aligns with company goals and strategies
Job level- identifies specific skills and knowledge required for a job
Personal level- determines individual employee training needs and gaps
Key issues in program design
Instructional goals- defining clear objectives
Trainee characteristics- prior knowledge, learning styles, motivation
Learning principles- use reinforcement, engagement, and real world application
Types of training
On the job training
Apprenticeship (formal skill training)
Internship program
Classroom instruction
Self directed learning
Audiovisual training
Simulation learning
E learning
Seminar/ conference
Case studies
Role playing
Coaching
Methods to evaluate training
Reaction- collect feedbaxk
Learning- assess knowledge through tests or demonstrations
Behaviour- measure how employees apply what they learned
Results (ROI)- analyse impact on performace, quality, revnue
Meeting employee amd organisational needs through career development
Align employee growth with company objectives
Enhance job satisfaction, engagement, retention
HR practices should support both employee and business goals
Mentorship programs help employee develop skills and prepare for promotions
Trainee readiness
Employees ability and motivation to learn
Lateral transfer
Moving to a different position at the same level
Transfer of training
Applying learmed skills to the job
Gamification
Gamification is the application of game design elements (points, leaderboard, challenges, rewards), to non game environments (workplace)
Examples of pitfalls
⁃ Managers not realizing the benefits of effective performance management, not trained, leaving it to HR
⁃ Metrics unknown to employees (don’t know what they’ll be evaluated on) or questionable (not reliable, not valid)
⁃ No plans for helping employees develop or for addressing poor performance
⁃ System not aligned with strategy, not linked to other HR processes, not consistent throughout the organization…
