REVISION (LESSON 22-26)
Training The process
of teaching new employees the basic skills they need to perform
Task Analysis A
detailed study of a job to identify the skills required so that an appropriate
training program may be instituted.
Careful study of performance to identify a deficiency and then correct it with
new Equipment, a new employee, a training program, or some other
On-the-job Training (OJT)Training
a person to learn a job while working at it.
Vestibule or Simulated
Training employees on special off-the-job
equipment, as in training airplane
pilot training, whereby training costs and hazards can be
method of on-the-job training where an experienced worker or Method the
trainee’s supervisor trains the employee.
Action Learning A
training technique by which management trainees are allowed to work fulltime
analyzing and solving problems in other departments.
Case Study Method A
development method in which the manager is presented with a written
description of an organizational problem to diagnose and solve.
Business Games A
development technique in which teams of managers compete with one
another by making computerized decisions regarding realistic but
Behavior Modeling A
training technique in which trainees are first shown good management
techniques in a film, are then asked to play roles in a
simulated situation, and
are then given feedback and praise by their supervisor.
An organization skilled at creating, acquiring, and transferring knowledge and
at modifying its behavior to reflect new knowledge and insights.
Training The heart of
a continuous effort designed to improve employee competency
and organizational performance.
Human Resource Development:
A major HRM function that consists not only of T&D but also
career planning and development activities and performance
Firms that recognize the critical importance of
training and development and take appropriate action.
Job Rotation It
involves moving employees from one job to another for the purpose of
providing them with broader experience.
Assistant to Position:
Employees with demonstrated potential are
sometimes given the opportunity
to work under a successful manger.
Job Rotation: It
involves moving employees to various positions in organization in an effort
to expand their skills, knowledge and abilities.
Career: Career can be
defined as a general course of action a person chooses to pursue
throughout his or her working life
Career planning is an ongoing process through which an individual sets career
goals and identifies the means to achieve them.
Career Paths: Career
paths have historically focused on upward mobility within a particular
Career Development: A
formal approach taken by an organization to help people acquire the skills
and experiences needed to perform current and future jobs is
termed as career
Mentoring & Coaching:
When senior employee takes an active role in guiding another individual, we
refer to this activity as mentoring and coaching
Dual-Career Path: A
career-path method, that recognizes that technical specialists can and should
be allowed to continue to contribute their expertise to a
having to become managers.
Performance can be defined as efforts along with the ability to put efforts
supported with the organizational policies in order to achieve
in HRM concerned with helping employees exert high energy levels
and to get performance in desirable direction.
A process that significantly affects
organizational success by having managers
and employees work together to set expectations, review results,
Performance appraisal is a system of review and evaluation of an individual or
team’s job performance.
Halo Error Occurs when
the evaluator perceives one factor as being of paramount
importance and gives a good or bad overall rating to an employee
MBO: It is a
goal-oriented performance appraisal method, requires that supervisors
and employees determine objectives for employees to meet during
period, and the employees appraise how well they have achieved
Involves input from multiple levels within the firm and external sources as
Occurs when employees are incorrectly rated near the average or middle of