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48 Cards in this Set

  • Front
  • Back
Job security
Implies security in one job, often with one company.
Career security
Requires developing marketable skills and expertise that help ensure employment within a range of careers.
Human resource development
A major HRM function that consists not only of T&D but also individual career planning and development activities and performance appraisal.
Training and development
The heart of a continuous effort designed to improve employee competency and organizational performance.
Training
Activities designed to provide learners with the knowledge and skill needed for their present jobs.
Development
Learning that goes beyond today’s job and has a more long-term focus.
Learning organizations
Firms that recognize the critical importance of continuous performance-related training and development and takes appropriate action.
Just-in-time training
Training provided anytime, anywhere in the world and just when it is needed.
Mentoring
An approach to advising, coaching, and nurturing, for creating a practical relationship to enhance individual career, personal, and professional growth and development.
Coaching
Often considered a responsibility of the immediate boss and provides assistance much as a mentor.
Reverse mentoring
A process where the older employees learn from the younger ones.
Case study
A training method in which trainees are expected to study the information provided in the case and make decisions based on it.
Behavior modeling
A training method that utilizes videotapes to illustrate effective interpersonal skills and the ways managers function in various situations.
Role playing
A training method in which participants are required to respond to specific problems they may actually encounter in their jobs.
Apprenticeship training
A combination of classroom instruction and on-the-job training.
Vestibule training
Training that takes place away from the production area on equipment that closely resembles the actual equipment used on the job.
Simulatons
Training approaches that utilize devices or programs replicating tasks away from the job site.
Business games
Simulations, computer-based or non-computer-based, that attempt to duplicate selected factors in a particular business situation, which the participants manipulate.
In-basket training
A simulation in which the participant is asked to establish priorities for and then handle a number of business papers or e-mail messages such as memoranda, reports, and telephone messages, that would typically cross a manager’s desk.
Computer-based training
A teaching method that takes advantage of the speed, memory, and data manipulation capabilities of the computer for greater flexibility of instruction.
Virtual reality
A unique computer-based approach that permits trainees to view objects from a perspective otherwise impractical or impossible.
E-learning
An umbrella term describing online instruction.
On-the-job training (OJT)
An informal approach to training in which an employee learns job tasks by actually performing them.
Job rotation
A form of OJT where employees move from one job to another to broaden their experience.
Management development
Learning experiences provided by an organization for the purpose of upgrading skills and knowledge required in current and future managerial positions.
Orientation
The guided adjustment for new employees that strives to inform them about the company, the job, and the work group.
Diversity training
Attempts to develop sensitivity among employees about the unique challenges facing women and minorities and strives to create a more harmonious working environment.
Career
A general course that a person chooses to pursue throughout his or her working life.
Career planning
An ongoing process whereby an individual sets career goals and identifies the means to achieve them.
Organizational career planning
The planned succession of jobs worked out by a firm to develop its employees.
Organization development (OD)
The planned process of improving an organization by developing its structures, systems and processes to improve effectiveness and achieving desired goals.
Survey feedback method
A process of collecting data from an organizational unit through the use of questionnaires, interviews, and objective data from other sources such as records of productivity, turnover, and absenteeism.
Quality circles
Groups of employees who voluntarily meet regularly with their supervisors to discuss problems, investigate causes, recommend solutions, and take corrective action when authorized to do so.
Team building
A conscious effort to develop effective workgroups throughout an organization.
Sensitivity training
An organization development technique that is designed to help individuals learn how others perceive their behavior (also known as T-group training).
Career path
A flexible line of progression through which an employee may move during his or her employment with a company.
Career development
A formal approach taken by an organization to help people acquire the skills and experiences needed to perform current and future jobs.
Self-assessment
The process of learning about oneself.
Strength/weakness balance sheet
A self-evaluation procedure, developed originally by Benjamin Franklin that helps people to become aware of their strengths and weaknesses.
Likes and dislikes survey
A procedure that helps individuals recognize restrictions they place on themselves.
Traditional career path
A vertical line of career progression from one specific job to the next.
Network career path
A method of job progression that contains both vertical and horizontal opportunities.
Lateral skill path
A career path that allows for lateral moves within the firm
Dual career path
A method of rewarding technical specialists and professionals who can and should be allowed to continue to contribute significantly to a company without having to become managers.
Career development tools
Skills, education, and experiences, as well as behavioral modification and refinement techniques that allow individuals to work better and add value.
Generation X
The label affixed to the 40 million American workers born between 1965 and 1976.
Generation Y
The sons and daughters of boomers
Generation I
Internet-assimilated children, born after 1994.