Human Resource Management CH6
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Created by:
Stephanieo99 on March 15, 2012
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Description:
Exam on 4/5/12
Classes:
Human Resource Management @ BSU
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26 terms
Terms | Definitions |
|---|---|
 employee orientation | A procedure for providing new employees with basic background information about the firm |
| training | The process of teaching new employees the basic skills they need to perform their jobs. |
| task analysis | A detailed study of a job to identify the skills required so than an appropriate training program may be instituted. |
| performance analysis | Verifying that there is a performance deficiency and determining whether that deficiency should be rectified through training through some other means (such as transferring an employee) |
| competency model | A graphic model that consolidates, usually in one diagram, a precise overview of the competencies (the knowledge, skills, and behaviors) someone would need to do a job well. |
| coaching | Educating, instructing, and training subordinates. |
| vestibule/simulated training | a method in which trainees learn on the actual or simulated equipment they would use on the job, but are actually trained off the job. Provides advantages of on and off the job training |
| behavior modeling | a training technique in which trainees are first shown good management techniques in a viedo, are then asked to play roles in a simulated situation, and then are given feedback and praise by their supervisor |
| Computer-based training (CBT) | Trainees use a computer-based system to interactively increase their knowledge or skills. |
| virtual classroom | Special collaboration software used to enable multiple remote learners, using their PCs or laptops, to participate in live audio and visual discussions, communicate via written text, and learn via content such as PowerPoint slides. |
| lifelong learning | Providing employees with continuing learning experiences over their tenure with the firm, whitht he am of ensuring they have the opportunity to obtain the knowledge an stills they need to do their jobs effectively. |
| management development | Any attempt to improve current or future managment performance by imparting knowledge, changing attitudes, or increasing skills. |
| job rotation | A managment training technique that involves moving a trainee from department to department to broaden his or her experience and identify strengths and weaknesses. |
| coaching/understudy method | An experienced worker or supervisor trains the employee on the job. |
| action learning | A training technique by which managment trainees are allowed to work full time analysing and solving problems in other departments. |
| case study method | A development in whcih the manager is presented with a written description of an prganizational problem to diagnose and solve. |
| managment game | A development trainting in whcih the trainees learn skills such as openness and creativity by playing games that require that they improvise answers and solutions. |
| in-house development centers | A company-based facility for exposing current or prospective managers to exercises to develop improved management skills |
| organizational development (OD) | A development method aimed at changing the attitudes, vaues, and beliefs of employees so that employees can improve the organization |
| survey feedback | A method that involves surveying employees's attitudes and providing feedback to facilitate problems being solved by the managers and employees. |
| sensitivity training | a method for increasing employees' insights into their own behavior through candid discussions in groups led by special trainers. |
| team building | improving the effectives of teams though the use of consultants and team-building meetings. |
| controlled experimentation | Formal methods for testing the effectiveness of a training program, preferably with before-and-after tests and a control group |
| Training process steps: | 1. Needs analysis 2. Instructional design 3. Validation 4. implementation 5. evaluation |
| Most popular form of managment development | on-the-job training |
| crucial aspect of implementing organizational change | overcoming employee resistance |
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