Study for Test on 7,8,9, & 10 Flashcards
(56 cards)
T&D method -participant is asked to establish priorities for and then”handle a number of business” papers, email messages, memoranda, reports, and telephone messages that would typically cross a manager’s desk
In-Basket training
Performance appraisal method that combines elements of the “traditional rating scale and critical incident” methods: various performance levels are shown along a scale
Behaviorally anchored rating scale method
Performance appraisal method that requires keeping written records of highly favorable and unfavorable employee work actions
Critical incident method
Learning that goes “beyond” today’s job and has a more long term focus
Development
Performance appraisal method in which the rater is required to assign individuals in a work group to a “limited number” of categories, similar to a normal frequency distribution.
Forced distribution method
T&D method that permits a person to learn by copying or replicating “behaviors” of others to show managers how to handle various sitations
Behavior Modeling
Approach to advising, coaching, and nurturing, for creating a practical relationship to enhance individual career, personal, and professional growth and development.
Mentoring
Performance appraisal method in which the rater “ranks” all employees from a group in order of overall performance
Ranking method
Performance appraisal method that “rates” employees according to defined factors
Rating scales method
Activities designed to provide learners with the knowledge and skills needed for their present jobs
Training
Involves evaluation input from multiple levels within the firm as well as external sources
360-degree feedback method
An informal approach to training that permits an employee to learn job tasks by actually performing them
On-the-job-training (OJT)
the key to on-the-job-training is to transfer knowledge from highly skilled and experienced worker to a new employee, while maintaining the productivity of both workers.
True
The first step of performance appraisal process involves identifying specific performance goals
True
Rapidly changing technology plays a significant role in how training and development programs are delivered to employees
True
If organizations consider “Ends” more important than “Means” goal achievement should be a factor in performance appraisal
True
T&D is the heart of a continuous effort designed to improve employee competency and organizational performance
True
total of all rewards provided to employees in return for their services
compensation
pay that a person receives in the form of wages, salary, commissions, and bonuses
direct financial compensation
all financial rewards that are not included in direct financial compensation (paid vacation & medical benefits)
indirect financial compensation (Benefits)
satisfaction that a person receives from the job itself or from the psychological and or physical environment in which the person works.
non-financial compensation
motivation theory that people assess their performance and attitudes by comparing both their contributions and benefits of comparison others whom they select- and who in reality may or may not be like them
equity theory
perception of fair pay treatment for employees
financial equity
equity that exists when a firm’s employees receive pay comparable to workers who perform similar jobs in other firms.
external equity
