Unit 3 - Talent & Performance Management Flashcards
360 degree appraisal
A performance evaluation system that utilizes feedback from multiple sources. These appraisals are designed to provide more comprehensive feedback because they combine information from supervisors, peers, subordinates, and clients.
Action learning
A collaborative learning process that involves bringing a set of people together to find solutions to real problems confronting their organization.
Action research model of OD
A model, consistent with the scientific method of inquiry and its reliance on data gathering and analysis to solve problems, that describes the basic approach of most organizational change activities.
Andragogy
The adult learning process, which tends to be more experience-based, more problem centered, more participative, and more collaborative than traditional grade school.
Anticipatory socialization
The process of acquiring the attitudes and behaviors associated with a new role as people anticipate changing from one role to another.
Application objectives
Explain how the skills gained in a training program will be applied by the trainees on the job.
Apprenticeship
A training technique in which the trainee, or apprentice, works with a skilled employee who teaches the apprentice how to perform the job.
Assessment centers
A series of problem-solving and decision-making activities in which groups of employees interact. Assessment centers are typically used to assess the management potential of employees; however, they also can be used for training purposes.
Assimilation
The final stage of the role transition process in which people are integrated into the new role.
Asynchronous Learning Networks (ALN)
Networks of people who are able to participate in a learning experience anytime and anywhere using technology. ALN combines self-study with substantial, rapid, asynchronous interactivity with others who are involved in the learning process.
BARS (behaviorally anchored rating scales)
A form of graphic rating scales where each point along the scale is accompanied by a specific behavioral description.
Behavior modeling
A training technique in which trainees observe others performing the skills to be learned, actively practice performing the skills, and receive feedback on their performance.
Behavior modification
Changing a person’s behavior by identifying the desired responses and reinforcing them.
Behavioral expectation scales (BES)
Performance evaluation scales that use behavioral anchors describing the kinds of behaviors an employee could be expected to do.
Behavioral objectives
The objectives of a training program written in specific behavioral terms that describe the behavior the trainee is expected to learn, the standards of performance the trainee is expected to achieve, and the requirements and time limitations for how the behavior is to be performed.
Benchmarking
Studying the productivity and practices of industry leaders and using them as a performance standard to evaluate other companies.
BOS (behavioral observation scales)
A performance-evaluation method that consists of reporting how frequently certain behaviors are observed.
Career pathing
The development of a sequential series of career activities that an individual might pursue during his or her career.
Career plateau
A point in a person’s career when the probability of the person moving up the organizational ladder is very low.
Cascading process
The procedure used in MBO programs whereby top corporate goals are translated into goals for each successively lower level in the organization.
Chaining
The process of combining several responses together to form a series of activities that are performed sequentially. In the early stages of training, each correct response in the chain is reinforced, but later only the final response is reinforced.
Classical conditioning
A form of learning involving responses of the autonomic nervous system where a conditioned stimulus is associated with a conditioned response.
Classification procedures
An evaluation procedure where individuals are simply placed in different categories describing their overall performance.
Client appraisal
An evaluation of an employee’s performance by a client.
Collaborative learning
A learning process that involves group members learning from each other as they share information while discussing an issue or problem.
Competency
The knowledge, skills, abilities, and behaviors that are essential for successful performance.
Computer-assisted instruction
A form of programmed instruction in which the trainee interacts with a computer to learn new information and answers questions asked by the computer.
Continuous improvement
A Total Quality Management principle that involves collecting quality data and using it to make systematic improvements in the accuracy and reliability of one’s products and in the inputs from suppliers.
Contributions appraisal
A confrontational performance evaluation that focuses on how well the employees have reached their objectives and what they have contributed to the organization.
Cooperative education
A learning experience that combines both work and education. Students work as employees in an organization under the joint direction of their supervisors and their academic instructors.
Critical incidents
Essay descriptions of especially good or bad responses by employees in their jobs. These descriptions are useful in identifying the important job dimensions of successful performance.
Cross-training
Teaching team members how to perform the tasks of other team members or having trainees perform a series of job assignments in various parts of the organization for a specific period of time.
Cultural assimilator
A method of instructing expatriate managers about cultural differences between countries and helping them acquire and practice their new learning.
Culturegram
A document that contains information about the culture of a specific country, such as dining etiquette, customary foods, social introductions, time orientations, and dress standards.
Declarative knowledge
A basic understanding of what is required to perform a task, which is the first phase in the skill acquisition process.
Developmental change
A gradual improvement in skills, methods, or processes to help an organization function more efficiently.
Distributed (vs. massed) practice
Scheduling shorter training sessions that are distributed over time rather than one long session.
Diversity training
Training programs that focus on creating more tolerant attitudes toward people regardless of race, color, or gender.
Double-loop learning
Training that focuses on changing a manager’s assumptions about the value of openness and feedback and making the manager’s behavior congruent with how they think they behave.
Dyad
The relationship between two people, such as two coworkers or a married couple.
Education
The process of acquiring general knowledge and information that usually results in a broadening of the responses individuals are likely to make.
Enactive mastery
The repeated performance or practicing of a task, which is the most influential stimulus contributing to feelings of se lf-efficacy.
Expatriate
An employee who is assigned to work in a foreign country.
Experiential group exercises
Activities that involve a group of individuals in making decisions and solving problems. The group members learn from participation in the group activity as well as from the group discussion about the activity.
Forced-choice technique
An evaluation procedure that contains pairs of items. Both items sound equally desirable, but only one item in each pair is actually descriptive of an outstanding performer.
Freeze framing
A training technique used with role playing where the action is stopped and alternative actions are explored.
Graphic rating scale
An evaluation procedure consisting of specified dimensions of performance and a scale for each dimension to evaluate an employee’s performance.
Group diagnostic meeting
Meeting held by a supervisor and his or her immediate subordinates to identify problems and decide which problems are the most crucial.
Hawthorne Effect
The process that occurs when people know their behavior is being observed and behave differently as a result of being evaluated.
Hierarchy of habits
An explanation for learning plateaus that suggests that different habits must be acquired. Improvements in performance do not occur until new habits are learned.
History
The historical events occurring between the pretest and post-test of a research design that provide competing explanations for any changes that are observed.
Imitative learning
The process of learning new behaviors by observing others and by imitating their behavior (also called vicarious learning).
Impact objectives
Describe how the application of the new skills by the trainees will impact the organization.
Induction
The process of teaching and explaining what is right and why it is right.
