Training and Performance Appraisal

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Questions and Answers

Which of the following best describes the primary focus of employee training?

  • Developing long-term strategic plans for organizational growth and expansion into new markets.
  • Creating a flexible workforce that can adapt quickly to changing organizational needs and priorities.
  • Enhancing employee benefits packages to boost overall satisfaction and retention rates.
  • Providing employees with the foundational knowledge and skills necessary for excelling in their current roles. (correct)

What is a key benefit of providing comprehensive training to employees?

  • Reduced operational costs due to decreased investment in training programs.
  • Simplified compliance with regulatory requirements and industry standards.
  • Improved job performance and outputs, alongside a decrease in workplace accidents and injuries. (correct)
  • Increased employee turnover as individuals seek new challenges after upskilling.

What is a potential legal consequence of failing to provide adequate training to employees?

  • A legal claim against the organization if an employee's poor training results in harm or loss to a third party. (correct)
  • A reduction in the organization's tax liability due to training expenses.
  • Exemption from certain industry-specific regulations and compliance standards.
  • Automatic eligibility for government grants and subsidies intended to support workforce development.

Which of the following best describes the 'Training Needs Analysis' phase in training program development?

<p>Determining the specific training required to enable employees to perform their jobs effectively. (C)</p> Signup and view all the answers

Which of the following analyses is part of the Training Needs Analysis and seeks to understand the broader business environment?

<p>Organization Analysis (A)</p> Signup and view all the answers

What primary question does Person Analysis aim to answer in the context of training program development?

<p>Who within the organization would benefit most from receiving targeted training? (B)</p> Signup and view all the answers

A restaurant is developing a training program for its new servers. Which aspect would task analysis address?

<p>Identifying the key responsibilities and performance standards, such as accurately recommending food/wine pairings without notes. (C)</p> Signup and view all the answers

Which of the following is a primary characteristic of classroom training as a method of instruction?

<p>It typically involves an instructor leading a large group of employees in lecture-style sessions. (D)</p> Signup and view all the answers

How does 'On-the-Job Training' primarily facilitate employee skill development?

<p>By encouraging employees to practice job skills in the actual workplace, with guidance and feedback from a mentor. (B)</p> Signup and view all the answers

What is a defining characteristic of adventure-based learning as a training method?

<p>Its emphasis on using challenging, structured physical activities to foster teamwork, communication, and leadership skills. (B)</p> Signup and view all the answers

Which statement best characterizes e-learning as a method of instruction?

<p>Is web-based or computer-based, inexpensive to implement, and provides flexibility and consistency. (C)</p> Signup and view all the answers

What is a primary advantage of using simulations as a training method?

<p>They place trainees in realistic, job-related scenarios, leading to high engagement and retention. (A)</p> Signup and view all the answers

What is the main purpose of the 'Validation' step in the training program development process?

<p>To assess whether the training program effectively meets its objectives through pilot testing. (A)</p> Signup and view all the answers

What does aiming to maximize 'transfer of training' mean in the Step 4 Implementation phase?

<p>Maximizing the extent to which behaviors learned during training are applied and maintained on the job. (B)</p> Signup and view all the answers

In Kirkpatrick's Training Evaluation Model, what is assessed at Level 1?

<p>Trainees' initial reactions to the training, including enjoyment and relevance. (B)</p> Signup and view all the answers

According to the Kirkpatrick model, assessing whether trainees actually learned what they were supposed to, relates to which level?

<p>Level 2: Learning (A)</p> Signup and view all the answers

Which level of Kirkpatrick's Training Evaluation Model focuses on evaluating the transfer of training?

<p>Level 3: Behavior (A)</p> Signup and view all the answers

In Kirkpatrick's model, increased sales as a result of training would be measured at what level?

<p>Level 4 (A)</p> Signup and view all the answers

What is the primary goal of a performance management system in an organization?

<p>Establishing a clear framework for defining, measuring, and developing employee performance. (B)</p> Signup and view all the answers

How do employee objectives relate to organizational strategic goals in the performance management process?

<p>Employee objectives translate organizational goals into specific, actionable targets. (B)</p> Signup and view all the answers

What role does monitoring and support play in the performance management process?

<p>Offering ongoing guidance and feedback to help employees improve their performance. (B)</p> Signup and view all the answers

In the context of performance management, what does the 'evaluation' stage primarily involve?

<p>Assessing the degree to which employee objectives have been achieved. (D)</p> Signup and view all the answers

What is the purpose of administering consequences, as a step in the performance management process?

<p>To reinforce desired behaviors and outcomes, based on performance evaluation. (C)</p> Signup and view all the answers

What is a benefit of Performance Management Systems for the organization?

<p>Align employee effort with organizational goals. (C)</p> Signup and view all the answers

How can a performance management system benefit employees?

<p>Offering opportunities for skill development and career advancement. (D)</p> Signup and view all the answers

What is performance appraisal?

<p>The systematic process of assessing and documenting employee job performance. (B)</p> Signup and view all the answers

What is the core approach of the 'Alternation Ranking Method' in performance appraisal?

<p>Identifying the highest- and lowest-performing employees in an iterative, alternating manner. (D)</p> Signup and view all the answers

A company uses a performance appraisal method where a predetermined percentage of employees must be placed into categories such as 'exceeds expectations,' 'meets expectations,' and 'below expectations.' What is this method called?

<p>Forced Distribution Method (D)</p> Signup and view all the answers

What primary characteristic defines the Graphic Rating Scale method of performance appraisal?

<p>Its use of a standardized scale to rate employees on specific job-related characteristics. (B)</p> Signup and view all the answers

Which of the following statements best describes the defining feature of Behaviourally Anchored Rating Scales (BARS) in performance appraisal?

<p>The identification of key performance dimensions and development of behavioral exemplars for each level on the rating scale. (B)</p> Signup and view all the answers

Which appraisal source is most likely to be aware of an employee's own behaviours?

<p>Self (A)</p> Signup and view all the answers

A potential drawback of subordinate appraisals is:

<p>Subordinates can give inaccurate ratings and cultivate a culture where supervisors overly cater to subordinates. (B)</p> Signup and view all the answers

Which of the following best describes a 360-degree appraisal?

<p>An appraisal that gathers feedback from multiple sources, including supervisors, peers, and subordinates. (C)</p> Signup and view all the answers

Which of the following is a potential drawback of peer appraisals?

<p>Prone to logrolling (mutually beneficial ratings inflation). (D)</p> Signup and view all the answers

What is the 'recency effect' in the context of performance measurement errors?

<p>The tendency to primarily base ratings on the most recent work behavior. (B)</p> Signup and view all the answers

What type of error occurs when a manager rates all employees as average, regardless of their actual performance?

<p>Central tendency error (D)</p> Signup and view all the answers

What is the primary characteristic of a 'leniency error' in performance appraisals?

<p>The tendency to assign inaccurately high ratings to all employees, regardless of their actual performance. (D)</p> Signup and view all the answers

Flashcards

What is training?

The process of teaching employees the basic knowledge and skills they need to perform their job successfully.

Benefits of training

Better job performance, fewer accidents and injuries.

Negligent training

A legal claim that can be brought against an organization, employer fails to train adequately, poorly trained employee result in injuries or loss to a third party.

Training Needs Analysis

Process of determining the training that needs to be completed so that employees can do their job well.

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Organization Analysis

Establishes training context by examining strategic goals and training climate.

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Person Analysis

Identifies who will receive the training, clarifies trainees' existing knowledge, and examines characteristics.

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Task Analysis

Informs the content of the training and its objectives, identifies key job-related tasks, standards, frequency, skills and knowledge required.

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Classroom Training

An instructor leading a group in lecture-style sessions, effective for large groups, loss of productivity.

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On-the-Job Training

An trainee practices job skills at workplace under the guidance of mentor with regular feedback and not taking on resources.

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Adventure-Based Learning

Participating in challenging, structured physical activities; effective for team-based and managerial jobs.

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E-Learning

Web or computer-based, that is inexpensive, flexible and consistent to implement.

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Simulations

Places trainees in situations similar to those encountered on the job, trainees tend to be very receptive to this approach, high level of retention, expensive to develop and maintain.

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Validation

Pilot-test the training program, administer to representative sample of trainees, assess whether training objectives have been met.

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Implementation

Implement the training within organization, aiming to maximize transfer of training, extent to which behaviours learned during training will be performed on the job and maintained over time.

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Level 1 Evaluation

Reactions or feelings of trainees about the training. Was it enjoyable? Engaging? Relevant? Effective?

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Level 2 Evaluation

Assess whether trainees learned what they were supposed to learn.

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Level 3 Evaluation

Changes in performance exhibited on the job as a result of the training, transfer of training.

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Level 4 Evaluation

Organizational benefits that stem from training, e.g., increased sales, increased customer satisfaction, better products.

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Performance Management

System that defines, measures, and develops the performance of the workforce within the organization, benefits both employees and the organization.

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Organization's strategic goals

Financial or non-financial outcomes that the organization hopes to achieve.

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Employee Objectives

Translate organizational goals into employee objectives.

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Monitoring and Support

Monitoring, frequent feedback.

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Evaluation

Assess degree to which objectives were met.

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Consequences

Meaningful consequences administered, if applicable.

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Benefits of Performance Management

Aligns employee efforts, informs decisions, helps employees improve and grow.

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Alternation Ranking Method

Identify highest- and lowest-performing employees, in an iterative manner, but can be difficult in large organizations.

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Forced Distribution Method

Predetermined percentage of employees placed into performance categories, but feedback may be limited.

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Graphic Rating Scale

Extent to which each employee shown proficiency on a given characteristic.

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BARS

Key performance dimensions are identified, rating scale is developed for each performance dimension, behavioural exemplars are developed for each level on the rating scale.

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Supervisor Appraisal

Knowledgeable, but has limited opportunities for observation.

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Peer Appraisal

Knowledgeable, present but logrolling possible.

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Subordinate Appraisal

Can create a culture where supervisors overly cater to subordinates, inaccurate ratings.

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Self-Appraisal

Aware of own behaviours, however inflation of ratings often common.

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360-Degree Appraisal

Using multiple rating sources when evaluating each employee, and information collected via questionnaires where strengths/weaknesses identified.

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First Impression Error

First impression made by employee affects all subsequent ratings.

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Recency Effect

Ratings are heavily based on most recent work behaviour.

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Positive Leniency

Assigning inaccurately high ratings to all employees.

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Negative Leniency

Assigning inaccurately low ratings to all employees.

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Central Tendency

Inaccurately rating all employees at/near the middle of a rating scale.

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Study Notes

Training and Performance Appraisal

  • Training and performance appraisal are key components of human resources

Training Defined

  • Training involves teaching employees the essential knowledge and skills for successful job performance
  • It can be job-specific, focusing on particular tasks
  • It can be more general training, such as leadership development

Benefits of Training

  • Training leads to improved job performance and higher quality outputs
  • There are fewer accidents and injuries when employees are properly trained

Negligent Training

  • Negligent training can result in legal claims against an organization
  • These claims can occur if an employer fails to provide adequate training
  • Especially if poorly trained employees cause injuries or losses to third parties

Training Program Development

  • Developing an effective training program involves several key steps

Step 1: Training Needs Analysis

  • This involves determining the necessary training for employees to perform their jobs well
  • It includes organization analysis to align with strategic goals and training climate
  • Also, person analysis to identify trainees and their existing knowledge and characteristics
  • As well as, task analysis to define training content, objectives, and performance standards

Step 2: Method of Instruction

  • Several methods of instruction include classroom training that is effective for large groups but costly
  • On-the-job training is when trainees are mentored in the workplace and are given regular feedback
  • Adventure-based learning features physical activities to improve cooperation and leadership skills
  • E-learning delivers flexible and consistent web-based training but with potentially high development costs
  • Simulations place trainees in job-like scenarios and can have high retention, but is expensive to maintain

Step 3: Validation

  • This involves pilot-testing the training program with a representative group of trainees
  • Training objectives are accessed to ensure they have been met

Step 4: Implementation

  • Training is implemented within the organization
  • Implementation should maximize the "transfer of training"
  • Transfer of training refers to the extent to which learned behaviors are applied and maintained on the job

Step 5: Evaluation

  • Uses Kirkpatrick's Training Evaluation Model to assess training effectiveness
  • Level 1 measures trainees' reactions and feelings about the training
  • Level 2 assesses whether trainees learned the material
  • Level 3 examines changes in job performance resulting from the training
  • Level 4 evaluates the broader organizational benefits, such as increased sales or customer satisfaction

Performance Management Defined

  • Is a system that defines, measures, and develops workforce performance
  • It provides benefits for both employees and the organization

The Performance Management Process

  • Organization's strategic goals set the stage for financial and non-financial outcomes
  • Translate organizational goals into employee objectives
  • Monitor and support with frequent feedback
  • Evaluate success in meeting objectives
  • Meaningful consequences applied

Benefits of Performance Management Systems

  • Improve employee efforts and organizational goals
  • Informs administrative decision-making
  • Helps employees improve and grow

Performance Appraisal

Alternation Ranking Method

  • Alternation ranking identifies the highest and lowest-performing employees iteratively
  • This method can be difficult in large organizations

Forced Distribution Method

  • The forced distribution method places a predetermined percentage of employees into performance categories
  • This method is useful for large organizations
  • Feedback may be limited

Graphic Rating Scale

  • The graphic rating scale rates employees on an established scale for given characteristics

Behaviourally Anchored Rating Scales (BARS)

  • Behaviourally Anchored Rating Scales identify key performance dimensions
  • They also develop a rating scale for each dimension
  • Behavioural exemplars are developed for each rating scale level

Sources of Appraisal Information

  • Supervisors are knowledgeable but gives limited opportunity for observation
  • Peers are present and knowledgeable, but can be prone to logrolling
  • Subordinates can provide inaccurate ratings
  • This may create a culture where supervisors overly cater to subordinates
  • Self-appraisals can be biased due to inflated ratings
  • 360-degree appraisals use multiple rating sources
  • They collect information via questionnaires, and remain confidential and anonymous
  • Strengths and weaknesses are identified

Errors in Performance Measurement

  • Time on memory can introduce bias
  • Initial employee impressions affect all subsequent ratings
  • Ratings can be heavily based on most recent work behaviour
  • Errors in scoring can include inaccuracy high ratings, inaccuracy low ratings, or inaccurately rating all employees at/near the middle of a rating scale

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