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.