Business Ch5 Part B

Front 1

Training

Back 1

Refers to the process of teaching staff how to do their job more efficiently and effectively by boosting their knowledge and skills. The aim is to seek long term change in employees skills to improve work performance.

Front 2

Development

Back 2

Activities that prepare staff to take on greater responsibility in the future.

Front 3

Benefits of training for employees

Back 3

-Opportunity for promotion and self improvement

- Improved job satisfaction through better job performance

- A challenge - the chance to learn new things

- Adaptability - greater ability to adapt and cope with changes

Front 4

Benefits of training for organisation

Back 4

- Higher productivity through better job performance and more efficient use of human resources

- Goals and objectives more effectively met

- Reduced costs due to less labour turnover and absenteeism and fewer errors and accidents

- A more capable, 'mobile' workforce

Front 5

Learning organisation

Back 5

Monitors and interprets its environment, seeking to improve its understanding of the interrelationship between its actions and its environment.

Front 6

Types of Training

Back 6

-Off the job experience (class room activities)

- On the job experience (coaching, job rotation)

- Action learning - learning by experience solving real workplace problems

- Competency based training - identifies skill strengths and areas where further training is required

- Training within industry - specifically developing the skills of first line supervisors

- Corporate universities

Front 7

Programs aimed specifically at developing effective managers may focus on the use of:

Back 7

- Job rotation - the employee experiences many different aspects of the organisation

- Mentoring - a mentor acts a bit like a coach, supporting the employee as they learn.

- Formal business training - this may be done through programs such as the MBA

Front 8

Succession Planning

Back 8

Focuses on preparing employees with potential to take on key management positions within the organisation in the future.

Front 9

Recognition and reward programs

Back 9

Aim at both acknowledge the work an employee has done and providing some sort of benefit such as cash in return for a job well done.

Front 10

Intrinsic Rewards

Back 10

come form the task or job itself like recognition or feedback.

Front 11

Extrinsic Rewards

Back 11

outside the job itself. They may be monetary or non monetary.

Front 12

Performance Management

Back 12

Focuses on improving both organisational and individual performance through relating organisational performance objectives to individual employee performance objectives.

Front 13

Performance Appraisal

Back 13

The formal assessment of how efficiently and effectively an employee is performing their role in the organisation.

Front 14

5 objectives of performance appraisal

Back 14

1.To provide feedback from management to employees regarding work performance

2. To act as a measurement against which promotion and pay rises can be determined

3. To help the organisation monitor its employee selection

4. To identify employees training and development needs

5. To identify new objectives and put a plan in place to improve future performance

Front 15

Performance Feedback

Back 15

The info provided to an employee after a performance appraisal

Front 16

Common methods of appraisal

Back 16

- Management by objectives

- essay method

- critical incident method

- comparison method.

Front 17

Termination

Back 17

The ending of the employment of an employee

Front 18

Retirement

Back 18

Occurs when an employee decides to give up full time or part time work and no longer part of the labour force

Front 19

Resignation

Back 19

Voluntary ending of employment by the employee 'quitting' their job

Front 20

Redundancy

Back 20

Occurs when a persons job no longer exists, usually due to technological changes, an organisational restructure or a merger.

Front 21

Retrenchment

Back 21

Occurs when a business dismisses an employee because there is not enough work to justify paying them.

Front 22

Dismissal

Back 22

Occurs when the behaviour of an employee is unacceptable and an organisation terminates their employment.

Front 23

Unfair dismissal

Back 23

When an employee is dismissed because the employer has discriminated against them in some way (e.g firing a lady because she is pregnant)