HR Training and Performance Appraisal

– On-The-Job Training and Coaching: Specific to performance elements, typically done by a supervisor or experienced coworker, focuses on hands-on skills. (Chapter 12, Management Fundamentals) – Mentoring: Applies to broader tasks, typically done by an experienced employee, and involves both hands-on and hands-off guidance. (Chapter 12, Management Fundamentals) – Off the Job Training: Management training is most common, often sent by a company for management development or job-specific skills. (Chapter 12, Management Fundamentals) – Performance Appraisal: Formally assesses work accomplishments and provides feedback, serving both evaluation and development purposes. (Chapter 12, Management Fundamentals) – Types of Performance Appraisal: Graphic rating scales, BARS, and critical incidents technique are used with different approaches to evaluating performance. (Chapter 12, Management Fundamentals) – Alternatives to Supervisory Appraisal: Peer appraisal, upward appraisal, and 360-degree feedback involve input from various sources. (Chapter 12, Management Fundamentals) – Compensation: Includes both intrinsic (nonmaterial) and extrinsic (material) forms, such as wages, salary, bonuses, benefits, and work-life balance. (Chapter 12, Management Fundamentals) – Intrinsic Compensation: Provides nonmaterial benefits like sense of fulfillment, achievement, purpose, and relationships with coworkers. (Chapter 12, Management Fundamentals) – Types of Extrinsic Pay: Base pay, wages, salary, piecework, commission, merit pay increase, and benefits are various forms of material compensation. (Chapter 12, Management Fundamentals) – Work-Life Balance: Refers to the ability of employees to balance career demands with personal and family needs, with progressive employers supporting it. (Chapter 12, Management Fundamentals)