Use LEFT and RIGHT arrow keys to navigate between flashcards;
Use UP and DOWN arrow keys to flip the card;
H to show hint;
A reads text to speech;
19 Cards in this Set
- Front
- Back
- 3rd side (hint)
|
Types of Info to be Taught
|
2. Procedural: How to 3. Conceptual: How to & why |
|
|
|
Types of Training Programs |
2. Skill Develop: focus on develop skill set 3. Personal Develop: wkshop/training prog focus on indivd(time mgmt.) 4. Awareness: ethics, legal issues, sex harass 5. Mgmt & Supvsr Training=PLOC=pla, lead, organize, control 6. Exec Training: conflict mgmt., bus law, strategic plan OTJ or off the job Vestibule training: training from out side the company or factory where the situation of the work and factory is the same. -similar experience situation |
Tyra Pose Ma |
|
|
Learning Levels KCAASE |
1. Knowledge: memorize; recall facts 2. Comprehension: interpret & summarize info-see in diff format & still know it 3. Application: apply & make it work for you 4. Analysis: break it down & explain how it fits together 5. Synthesis: create & formulate the info-no need to look it up. can effectively train 6. Evaluate: SMEE-can mk judgement calls-paid for your opinion |
|
|
|
Qualities for Person Delivering Training
F-TRACES |
*Experienced
*SMEE *Facilitator *Active Listener *Communicator (effective in writing & verbal) *Refocus the group *Time Management |
|
|
|
Qualities needed in a Vendor
CC-BETED |
*cost benefit analysis *bckgrd check to mk sure they're qual *delivery methods we want/need? *experienced vendor? check! *experience presentation of product/training *course content we need/want? *tech support available? |
|
|
|
Trainer vs. Facilitator |
Trainer= SMEE; imparts knowledge Facilitator= encourages participation We want both! |
|
|
|
Funding HRD $$ |
cost-benefit analysis= was it worth it? $cost of training/# of employees trained= cost per hire |
|
|
|
Evaluating Training BLRR (say blurr) |
*Behavioral- observing the change in behavior *Learning-how well they retianed & obtained the info *Reaction-looking for immed response *Results- quantifying the training in $, #, or % |
|
|
|
Training Phases one of the Phase of life is death... (A-DIED) |
*Analysis-set obj; level we're on vs. where we want to be *Design-determine course content & topics *Development-create materials or purchase from vendor *Implementation-determine delivery method(class, computer,etc) & conduct training *Evaluation-were our needs met? objectives vs results |
|
|
|
H.R.D. define T&D Learning Styles |
*Human Resources Develop-comp attempt to improve current & future perf of an employee by increasing their KSA's *Training=what EMPLOYEE wants to improve (KSA's) *Development=what EMPLOYER wants to improve *3 diff styles=visual, auditory, kinestetic |
|
|
|
EEOC MAKES DETERMINATION |
EEOC sends responses back and forth to person vs comp *EEOC DETERMINATIONS: Right to sue=no evidence to prove charge,but person can still sue the comp Evidence of Discrimination=damages are determined:punitive,equitable relief,compensatory |
|
|
|
Once HR is notified of the charge |
1.calls agency & request extension (6-8 weeks if in 14 day period) 2.talk to all involved and get statements 3.pull application, job description, signed acknowledgement of handbook 4.prepare response- answer only what was asked; in writing & w/supporting docs |
Call, talk, pull, prepare |
|
|
Once charge is filed |
Company has 14 days to respond If no response, agency files a summary judgement *always Send all EEOC/agency mail to HR immediately |
|
|
|
How charge is filed with the agency |
*Ppwork must be filled out to fully explain situation. Once filed it's a CHARGE,1st level of suit *Agency request docum to support charge *Agency est jurisdiction: 1 happened within last 180-300 days? 2 legal citizen? 3 charge fall within 7 protected classes? *Agency notifies employer via regular mail of charge |
|
|
|
1st 3 steps in filing a charge |
1. Try to communicate & get understanding from manager 2. Take to HR 3. Can take to outside agency but then it becomes plaintiff vs defendant |
|
|
|
EAP what it is Common areas it covers Major vendors |
Employee Assistance Program HR CAN FORCE YOU TO ATTEND Vendors: Magellan,ComPsych,BeneAssist EAP never schedules work conflicting appointments *work stress*parenting issues*anxiety*depression*financial*anger management*grief*coping w/change* Addiction*legal |
* it never_________________ |
|
|
Legal Ways to Discrimate |
BFOQ Seniority Court order/consent decree: punitive lessens |
|
|
|
3 Docs HR USES 3 MAIN AREAS OF DISCRIMINATION IN APPLICANTS |
*Application *Job description *Signed acknowledgement of handbook ________________ 1. Gender 2. Color 3.Size |
|
|
|
Job Analysis Job Description |
Description: statement of tasks, duties, responsibilities, requirements of essential functions Analysis: study Of the same |
|
