HR Training and Performance Appraisal

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By HilariousAwe

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21 Questions

What is the purpose of orientation in an organization?

Which training activity involves employees being moved between two or more jobs in a planned manner?

What is the focus of off-the-job training?

What is the significance of performance appraisal in an organization?

Which type of pay tends to be applied to sales jobs with measurable job targets?

What is the main advantage of salary as a form of compensation?

What is the purpose of the Replacement management?

Which form of compensation is particularly important for middle-aged to older individuals?

What does the Compensation Mix break down into percentages?

Which type of training typically involves a supervisor or experienced coworker and focuses on hands-on skills?

What type of guidance typically applies to broader tasks and involves both hands-on and hands-off approach?

What is most common in off the job training, often sent by a company for management development or job-specific skills?

Which process formally assesses work accomplishments and provides feedback, serving both evaluation and development purposes?

Which methods are used with different approaches to evaluating performance?

Which alternatives to supervisory appraisal involve input from various sources?

Which form of compensation includes both intrinsic and extrinsic forms?

Which provides nonmaterial benefits like sense of fulfillment, achievement, purpose, and relationships with coworkers?

Which are various forms of material compensation?

What does work-life balance refer to?

Which type of performance element assessment is typically done by a supervisor or experienced coworker?

What type of management training is most common in off the job training?

Summary

– 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)

Description

Test your knowledge on HR training, performance appraisal, and compensation mixes as outlined in Management Fundamentals - Chapter 12. Explore types of on-the-job and off-the-job training, significance of performance appraisal, and tools for constructing performance appraisals.

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