Podcast
Questions and Answers
_____ is about providing the knowledge, skills, attitudes and understanding that people require in the normal course of life.
_____ is about providing the knowledge, skills, attitudes and understanding that people require in the normal course of life.
Education
The quality council for NQF level 1- 4 is:
The quality council for NQF level 1- 4 is:
- South African Qualifications Authority
- Umalusi (correct)
- Council on Higher Education
- Quality Council for Trade and Occupations
Job rotation is a method of:
Job rotation is a method of:
- Off-the-job training
- Organisation education
- Organisation training
- On-the-job training (correct)
_____ considers the employee's present and future, and determines what can be done to help future performance and meet future goals.
_____ considers the employee's present and future, and determines what can be done to help future performance and meet future goals.
A rater error that occurs when a manager's rating of an employee on one characteristic creates bias in terms of the way that other characteristics are rated.
A rater error that occurs when a manager's rating of an employee on one characteristic creates bias in terms of the way that other characteristics are rated.
The process that transforms individual knowledge into organisational knowledge:
The process that transforms individual knowledge into organisational knowledge:
In terms of the Skills Development Levies Act the amount of the levy itself is _____ of the payroll of a given organisation.
In terms of the Skills Development Levies Act the amount of the levy itself is _____ of the payroll of a given organisation.
The _____ technique provides for an initial goal-setting phase, based on the formation of long-range organisational objectives that are cascaded through to departmental goals, and finally individual goals.
The _____ technique provides for an initial goal-setting phase, based on the formation of long-range organisational objectives that are cascaded through to departmental goals, and finally individual goals.
_____ is the conscious process of defining, structuring, retaining and sharing the knowledge and experience of employees within an organisation.
_____ is the conscious process of defining, structuring, retaining and sharing the knowledge and experience of employees within an organisation.
_____ looks at the present and future of the employee, and what can be done to help future performance and meet future goals.
_____ looks at the present and future of the employee, and what can be done to help future performance and meet future goals.
Explain the goals of the Human Resource Development Strategy (HRDS) for South Africa.
Explain the goals of the Human Resource Development Strategy (HRDS) for South Africa.
Describe any four (4) reasons why organizations train and develop their employees.
Describe any four (4) reasons why organizations train and develop their employees.
Explain any three performance errors that can occur during performance evaluation.
Explain any three performance errors that can occur during performance evaluation.
Identify and explain the key elements of performance planning in the performance management process.
Identify and explain the key elements of performance planning in the performance management process.
Flashcards
Education
Education
Providing knowledge, skills, attitudes, and understanding for normal life.
Umalusi
Umalusi
The quality council for NQF levels 1-4 in South Africa.
Job rotation
Job rotation
A method of training involving moving employees between different tasks.
Performance management
Performance management
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Halo effect
Halo effect
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Knowledge management
Knowledge management
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1% Levy (SDL)
1% Levy (SDL)
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Management by Objectives (MBO)
Management by Objectives (MBO)
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Knowledge management
Knowledge management
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Performance management
Performance management
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Performance Planning
Performance Planning
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Central Tendency
Central Tendency
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Bias
Bias
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Study Notes
- Here are the answers to the multiple-choice questions.
- 1.1: C) Education
- 1.2: D) Umalusi
- 1.3: B) On-the-job training
- 1.4: A) Performance management
- 1.5: D) Halo effect
- 1.6: C) Knowledge management
- 1.7: C) 1%
- 1.8: A) Management by objectives (MBO)
- 1.9: C) Knowledge management
- 1.10: D) Performance management
Human Resource Development Strategy (HRDS) Goals for South Africa
- Reduce poverty and unemployment
- Promote justice and social cohesion through improved equity in education and skills development
- Improve economic growth and development through enhanced South African economic competitiveness
Reasons for Organizational Investment in Employee Training and Development
- Develop employees for future roles
- Improve employee job knowledge, skills, morale, and interpersonal relationships
- Boost the organization's profitability, customer service, image, productivity, work quality, and organizational climate
- Reduce employee turnover
- Contribute to organizational development
- Reduce costs and wastage using efficient work practices
- Enhance employee adaptability to change
- Create a positive climate for growth and communication
Performance Evaluation Errors
- Unclear Standards: Inconsistent standards among raters.
- Halo Effect: A manager's rating on one characteristic unduly influences the evaluation of other characteristics.
- Central Tendency: Rating everyone as average.
- Leniency or Strictness: Inexperienced managers rate performance too leniently or strictly, sometimes to win popularity.
- Recency: Recent incidents overly influence the manager’s perception of overall performance.
- Bias: Rater bias influenced by characteristics like age, gender, race, or seniority which may be conscious or unconscious.
Key Elements of Performance Planning
- Setting the direction and defining expectations requires supervisors and employees to meet and align on strategic goals
- Strategic goals for the organization have to be adopted and adapted by departments and individuals
- Supervisors should share the necessary support and guidance to facilitate goal achievements
- Departmental goals must align with employee goals to foster intrinsic motivation
- Determining the evaluator and evaluation method involves deciding who will evaluate and the evaluation process
- Establish the basis for measuring performance and the evidence to set achievement levels
- Developing an action plan requires managers and employees to agree on timelines for progress checks toward goals and the value to be added upon goal achievement
- A document should outline discussions, agreements, roles, and responsibilities for achieving shared goals
Generic Contemporary Model of Training and Development
- Stage 1: Conduct training needs assessment
- Stage 2: Design the training program
- Stage 3: Prepare and present the training
- Stage 4: Assess learning and evaluate training effectiveness
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