Prentice Hall Assistant Plant Manager Critical Incidents Quiz

Impact of New Production Scheduling System

• The assistant plant manager's new production scheduling system had a significant impact on the plant's operations.

Impact of Assistant Plant Manager's Supervision on Procurement

• The assistant plant manager's supervision had a profound effect on procurement, leading to improved efficiency and effectiveness.

Effect of New Preventative Maintenance System

• The assistant plant manager's new preventative maintenance system reduced downtime and increased productivity in the plant.

Behaviorally Anchored Rating Scale (BARS)

• A key advantage of BARS is that it provides a specific and objective framework for evaluating employee performance.

Legally Defensible Performance Appraisal

• To ensure a legally defensible performance appraisal, it's essential to use a standardized and objective evaluation process.

Graphic Rating Scales

• Avoid using undefined abstract trait names in graphic rating scales to prevent ambiguity and ensure accuracy.

Performance Appraisal

• Using multiple appraisers, if possible, can provide a more comprehensive and accurate evaluation of an employee's performance.

Role of Supervisors

• Supervisors play a crucial role in a legally defensible performance appraisal by providing objective and specific feedback.

Critical Incident Method

• The main advantage of the critical incident method is that it provides a clear and objective record of an employee's performance.

MBO (Management by Objectives) Method

• A challenge of using the MBO method is ensuring that the objectives are measurable and achievable.

Administering Fair Performance Appraisals

• A recommended practice for administering fair performance appraisals is to use a standardized evaluation process and provide clear and specific feedback.

Documenting Appraisal Review Process and Results

• A key aspect of documenting the appraisal review process and results is to ensure that the evaluation is accurate and objective.

On-the-Job Training (OJT)

• The steps to help ensure OJT success include providing clear instructions, setting goals, and offering feedback.

Apprenticeship Training

• The traditional method of apprenticeship training involves a combination of on-the-job training and related classroom instruction.

Job Instruction Training (JIT)

• JIT is also known as step-by-step training.

On-the-Job Training (OJT)

• The main advantage of OJT is that it provides employees with hands-on experience and practical skills.

Human Resource Development vs. Human Resource Management

• The main difference between human resource development and human resource management is that HRD focuses on employee development, while HRM focuses on employee management.

Human Resource Development

• Activities that fall under the scope of HRD include training, development, and performance appraisal.

Human Resource Manager vs. Human Resource Development Manager

• The key responsibilities of a human resource manager compared to a human resource development manager are that HRM focuses on employee management, while HRD focuses on employee development.

Succession Planning

• In the context of succession planning, the step that involves reviewing the firm's management skills inventory is identifying potential successors.

Off-the-Job Management Training Techniques

• An example of an off-the-job management training technique is case study analysis.

Role Playing Technique

• The main purpose of the role-playing technique in behavior modeling training is to practice and develop new skills.

Implementing Organizational Change

• The heart of implementing an organizational change program is communication and employee involvement.

Managing Organizational Change and Development

• The primary focus of managing organizational change and development is to improve overall organizational performance.

Job Rotation

• Job rotation involves moving a trainee from department to department to broaden their experience and identify strengths.

Human Resource Development vs. Human Resource Management

• The key difference between human resource development and human resource management is that HRD focuses on employee development, while HRM focuses on employee management.

Talent Management

• The primary purpose of talent management is to identify, develop, and retain high-potential employees.

Human Resource Development vs. Organizational Development

• What distinguishes HRD from organizational development is that HRD focuses on employee development, while organizational development focuses on overall organizational change.

Behaviorally Anchored Rating Scale (BARS)

• BARS involves identifying specific behaviors that are linked to effective job performance.

Central Tendency

• The term used to describe the tendency to rate all employees' performance as average is central tendency.

Computer-Based Performance Monitoring

• The practice of monitoring employee performance using computer-based systems to track productivity, errors, and time spent on tasks is known as computer-based performance monitoring.

Programmed Learning

• The three parts of programmed learning are instruction, practice, and feedback.

Intelligent Tutoring Systems

• Intelligent tutoring systems differ from traditional programmed learning in that they use artificial intelligence to adapt to individual learners.

Effective Lectures

• A key advantage of delivering effective lectures is that they can increase employee engagement and retention.

Delivering Effective Lectures

• It's important to break a long talk into a series of five-minute talks to maintain audience engagement and focus.

Test your knowledge of critical incidents for an assistant plant manager's continuing duties based on examples from Prentice Hall's publishing. Explore scenarios related to scheduling production, supervising procurement, and more.