Hrmn Final

Front 1

training

Back 1

an organizations planned effort to help employees acquire job-related knowledge, skills, and abilities, and behaviors with the goal of applying these on the job

Front 2

instructional design

Back 2

assess needs for training, ensure readiness for training, plan training program, implement training, and evaluate results of training

Front 3

organization analysis, personal analysis, task analysis

Back 3

3 levels of need assessment

Front 4

request for proposal

Back 4

going to do training but not in-house. want someone else to do training for them. they bid to do training

Front 5

apprenticeship

Back 5

a work-study training method that teaches job skills through a combination of on the job training and classroom training

Front 6

internship

Back 6

on the job learning sponsored by an institution as a component of an academic program

Front 7

adventure learning

Back 7

a teamwork and leadership training program based on the use of challenging, structured outdoor activiites

Front 8

action learning

Back 8

training in which teams get an actual problem, work on it commit to an action plan, and are accountable for carrying it out

Front 9

orientation

Back 9

training designed to prepare employees to perform their jobs effecitvely learn about their organization and establish work relationships

Front 10

transfer of training

Back 10

on the job use of knowledge skills and behaviors learned in training

Front 11

reaction, learning, behavior, results

Back 11

what are kirkpatricks 4 levels of analysis

Front 12

results

Back 12

Measure trainees reactions, impressions, beliefs about the training

Front 13

learning

Back 13

Immediate knowledge
Knowledge retention
Behavioral/skill demonstration
are what level of analysis

Front 14

behavior

Back 14

refers to actually performing the learned behaviors (tasks) or utilizing the gained knowledge or attitude back on the job

Front 15

results

Back 15

refers to the economic value of the training program

Front 16

force distribution

Back 16

method of performance measurement that assigns a certain percentage of employees to each category in a set of categories

Front 17

simple ranking / rank order

Back 17

method of performance measurement that requires managers to rank employees in their group from the highest performer to the poorest

Front 18

paired comparision

Back 18

method of performance measurement that compares each employee with each other employee to establish rankings

Front 19

mix standard scales

Back 19

methos of performance measurement that uses several statements describing each trait to produce a final score for that trait

Front 20

behaviorally anchored rating scale (bars)

Back 20

method of performance measurement that rates behavior in terms of a scale showing specific statements of behaviors that behavior that describe different levels of performance

Front 21

administrative purpose

Back 21

making decisions on a day to day basic about salary benefits and recognition programs based on appraisal

Front 22

organizational behavior modification

Back 22

a plan for managing the behavior of employees through a formal system of feedback and reinforcement

Front 23

graphic rating scale

Back 23

method of performance measurement that lists traits and provides a rating scale for each trait; the employer uses the scale to indicate the extent to which an employee displays each trait

Front 24

actual criterion

Back 24

measures or operationalizations of the conceptual criterion

Front 25

theoretical criterion

Back 25

and abstract idea that can never actually be measured
Have to find some way to operationalize conceptual criterion

Front 26

criterion deficiency

Back 26

should be judged on it but arent

Front 27

criterion contamination

Back 27

judged on something you should not be

Front 28

applications of performance appraisal

Back 28

personnel training, wage and salary administration, placement, promotions, discharges

Front 29

leniency error

Back 29

when raters provide ratings that are higher than “true” performance

Front 30

severity error

Back 30

- when raters provide ratings that are lower than “true” performance

Front 31

central tendency error

Back 31

When raters evaluate everyone as “middle of the road

Front 32

halo

Back 32

Rater does not distinguish b/w
performance dimensions
Performance factors are not distinct - makes feedback difficult

Front 33

frame of reference

Back 33

Provides raters with common standards (frames)
Trainees shown vignettes of poor, average, and good performance

Front 34

FMLA

Back 34

requires orgs with 50 or more employees to provide up to 12 weeks of unpaid leave

Front 35

vesting

Back 35

guarantee that when employees become particiapnts in a pensin plan and work a number of years they will receive pension at retirement

Front 36

horn

Back 36

relatively low across all dimensions

Front 37

flexible spending account

Back 37

employee controlled pretax earnings set aside to pay for certain eligible expenses such as health care expenses during the same year

Front 38

health mainenance organization

Back 38

health care plan that requires patients to receive their medical care from the HMOs health care professionals who are often paid flat salary and proveds all services on a prepaid basis

Front 39

preferred provider organization

Back 39

health care plan that contracts with health care to provide services at a reduced fee and gives patients financial incentives to use network providers

Front 40

defined benefit plan

Back 40

pension plan that quarentees a specified level of retirement income

Front 41

defined contribution planm

Back 41

retirement plan in which the employer set up an individual account for each employee and specifies the size of the investment into that account

Front 42

cafeteria style plan

Back 42

a benefits plan that offers employees a set of alternatives from which they can choose the types and amonts of beenfits they want

Front 43

managed care

Back 43

insurer plays a role in determining care through claims reviews & requiring approval before surgery/hospital visits/procedures