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15 Cards in this Set
- Front
- Back
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Technique that assesses the economic return on investment of human resource interventions such as staffing and training. |
Utility analysis |
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Design that generally includes random assignment of participants to conditions, a control group, and measures obtained both Before & After training has occurred. |
Pretest-Posttest control group design |
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What are the 5 suggestions for managing employee development and avoiding claims of age discrimination? |
1. developmental opportunities such as training classes, job assignments, drop rotations, and tuition assistance should be allocated on an age neutral basis. 2. All employees should be encouraged to participate in training, development, and learning opportunities. 3. Personal decision should be monitored to ensure that older employees have access to training. 4. Workshops or training interventions should be offered to teach managers about age related stereotypes and the potential effects they can have on decisions and behavior. Managers should also be trained specifically on the ADEA. 5. As with other procedures, job relevant criteria should be used for all decisions about training and development opportunities. |
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Training evaluation involves… |
The systematic collection of descriptive and judgmental information that can be used to make effective training decisions such as the selection, adoption, modification, and financial evaluation of various training activities. |
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Most common and well known framework with which to categorize training criteria. This model includes reaction, learning, behavioral, and results criteria. |
Kirk Patrick's 4 level model |
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Formal education, job experiences, mentoring relationships, an assessment of personality and abilities that help employees prepare for the future. |
Development |
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Collection of procedures for evaluation that is administered to groups of individuals. Assessments are typically performed by multiple assessors. |
Assessment centers |
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Process of collecting and providing a manager or executive with feedback from many sources, including supervisors, peers, subordinate, customers, and suppliers. |
360 - degree feedback |
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Practical, goal focused form of personal, 1 on 1 learning for busy employees that may be used to improve performance, enhanced a career, or work through organizational issues or change initiatives. |
Coaching |
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Training experiences that occur outside a formal training program. Can include specific job assignments, experiences, and activities outside of work. |
Informal training |
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Unwelcome sexual advances, request for sexual favors, and other conduct of a sexual nature constitute sexual harassment when submission or to rejection of this contact explicitly or implicitly affects an individual's employment, on reasonably interferes with an individual's work performance, are creates a hostile work environment. |
Sexual harassment |
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Situations that involve a direct request for sexual favors, for example, when sexual compliance is mandatory for promotions or retaining one's job. |
Quid pro quo sexual harassment |
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Situation that occurs when a pattern of conduct, which is perceived as offensive and is related to sex or gender, unreasonably interferes with work performance. |
Hostal working environment |
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The equal employment opportunity commission (EEOC) encourages employers to take These steps to prevent sexual harassment: |
1. Clearly communicate to employees that the organization has a 0 tolerance policy towards sexual harassment. 2. Establish an effective complaint or grievance process. 3. Take immediate appropriate action when an employee complaints. |
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Manager or professional assigned to work in a location outside of his or her home country. |
Expatriot |
