HRMT Unit 5 and 6 Exam Prep

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School

Athabasca University, Calgary *

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Course

386

Subject

Management

Date

Feb 20, 2024

Type

pdf

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Uploaded by ChancellorFogOtter24

Unit 5 & 6 HRMT 386 Exam Prep Study online at https://quizlet.com/_apbr59 Why do employers and workers undertake training? Where do their interests converge and diverge? Employers invest in training to ensure human capital within the organization is performing to the best of its ability. To maximise profits and utilize their workers in the most effective capacity. Workers undertake training for a multitude of reasons, this can include job security, wanting to personally challenge themselves, combat boredom, acquire new KSAO's and increase their value as an employee. The interests converge as both actors want training to be success- ful however employers worry that the KSAO's that an employee re- ceives from training will be pointless if/when the employee leaves the company. What purposes does orientation serve for employers and work- ers? Sets the tone with rules, policies, and procedures. Influences how employees act in that work environment. They set out what the work culture is in an attempt to influence the employee's mentality to motivate them to act in accordance and meet expectations with enthusiasm. This serves as a way for new hires to understand their purpose within the organization. To understand the org's goals and mis- sions. It helps them become familiar with the culture, how things are done and who everyone is. When organizations attempt to use worker development to reduce barriers to advancement for women, how does the gendered division of labour in society limit its effectiveness? Development and advancement for women can be reduced when they are limited in their networking abilities due to external oblig- ations that they are to meet due to societal pressures. The net- working abilities that are often hindered are the ones that include socializing after work. Identify and summarize the main steps in the instructional design process. 1) Perform a needs assessment by completing an organization analysis to assess the environment, strategies, and resources to determine where to emphasize training, task analysis to assess which KSAOs are needed and person analysis to find out what kind of training employees need and how much. 2) Design the training program Establish the trainings instructional objectives: skills or knowledge to be acquired and/or the attitudes to be changed, readiness of trainees/their motivation whether trainees have experience/knowledge to absorb training 3) Implementing the training program/delivery of methods: E-learning, Modelling, Seminar, Conferences, Blended learning 4) Evaluate the training program: Employee reaction, what did they like? What would they change? Did they learn anything? Behavior: How well employees apply what they have learned to their jobs Results: Calculate ROI Why do organizations perform needs assessments? In what way is a needs assessment an exercise of power? To find who needs to be trained, and what KSAOs are needed to be taught to achieve the learning objectives. This is an exercise of power because employers are collecting information regard- ing employees and their jobs to make changes and determine what/who is necessary and where they are needed. Identify +summarize two training methods. What are the pros and cons of each method? 1) On-the-job training gives hands-on experience in normal work- ing conditions. An opportunity for the trainer and new employee to build a relationship. Con: Some firms to not use this technique properly. They should develop goals and objectives and conduct periodic evaluations and keep a training schedule 2) E-learning (webinars, podcasts, intranets) is efficient and cost-effective 1 / 4

Unit 5 & 6 HRMT 386 Exam Prep Study online at https://quizlet.com/_apbr59 Con: Interaction is quite limited and it does not replace the benefits of face-to-face interactions. Self-paced E-learning can cause a decrease in motivation and attendance. What are the purposes of an orientation? Who benefits from an orientation, and how do they benefit? Introducing new workers to the organization's goals, policies, rules, and procedures. Familiarize with organization, their jobs and work units. Outlines orgs philosophy and influences employees attitudes about their role/work. Employees benefit as this helps employees better transition into the workplace. Employers benefit by being able to influence an employees per- spective on the organization in hopes to increase motivation and productivity that align with organizational goals Identify and summarize two ways to evaluate training. What are the pros and cons of each method? Calculating the ROI. Pro to this is having hard data to compare and analyze however the con is that to get an accurate it takes time to see the full impact of training. Transfer of Training: How well employees apply what they have learned to their jobs. TO assess this, trainers can observe trainees once they return to their positions, interview managers about progress and examine their post training performance appraisals. The pro would be how easily this data can be collected however due to the heavy human element, there is room for error in judge- ment. Why might Canadian firms not invest in training? They may not see the benefit. Perhaps their organization is ef- fective the way that it is and no further training needs to be implemented. Others may not believe that the cost of training is worth the outcome. This is most likely due to them not having an efficient training strategy. What purposes does performance management serve? To influence employee behaviour, to improve organizations per- formance. Helps outgrow/outperform competitors in productivity, profits, revenue. For developmental and administrative purposes. What are administrative purposes? Promotions, transfer, meet legal requirements, reward/compen- sation decisions. What are developmental purposes? Providing performance feedback, identify individual strengths/weaknesses, help employees identify goals, identify in- dividual training needs, allow employees to discuss concerns Is it fair to characterize performance management as a way em- ployers control workers? Why or why not? Yes. Employers try to influence their employee's behaviour in a certain way. A way that the organization would most benefit from. This is an attempt to control a workers productivity, behaviour, motivation and overall attitude in the workplace. In what ways can an organization terminate an employment re- lationship? How can organizations avoid a wrongful dismissal lawsuit when they do so? An employment relationship can be terminated with the proper notice required by the applicable jurisdiction. Just cause may be needed and an organization can avoid a wrongful dismissal lawsuit by documenting an employees performance to show why they decided to take that course of action. What are main steps in performance management? Summarize each step. 1) Create goals that are in line with higher level goals 2) Set behaviour standards/expectations 3) Provide ongoing performance feedback 4) Performance appraised by manager 5) Formal review is conducted 6) HR decision making (pay, promotions, transfers, etc.) Which method of measuring performance is most appealing to you as an HR practitioner and why? How might you feel differently if you were a worker being evaluated? The results method since it has less bias, and are good for re- ward/promotion decisions. As a worker I may feel that it is not accurate given the chance for contaminated and deficient criteria. 2 / 4

Unit 5 & 6 HRMT 386 Exam Prep Study online at https://quizlet.com/_apbr59 What is Criterion Deficiency When measures used to assess performance fail to assess the full scope of the job. ex) a component of a secretary's job is word processing and there is no criterion measure which assesses competency in performing wordprocessing tasks. What is Criterion Contamination? There are factors outside an employee's control that influence his or her performance. ex) workers' assessment should not be contaminated by the fact that some work with newer machines than others do. A comparison of the performance of traveling salespeople should not be contaminated by the fact that territories differ in terms of their sales potential. What is the Halo/Horn effect in performance evaluation? One good/bad attribute influences all aspects of the evaluation What is Distributional error in performance evaluation? Single rating is skewed to entire group of employees. Error of central tendency: Rater is reluctant to assign extreme high/low ratings. Leniency or Strictness error: Rater gives unusually high/low rat- ings ex) All of my employees are great! Or None of my employees know what they are doing. What is Forced distribution/ranking? required to place certain % of employees into categories. This can solve "the Leniency or Strictness" error however it can create misleading rankings. ex) 10% must be poor/excellent. Ex) 3 employees are performing equally well, but the rater is forced to rank them 1,2,3. This can affect pay, promotability, cause lawsuits, lower morale, decreased teamwork, destructive employ- ee competition What is Temporal (recency) error? Influenced by the way info is selected, evaluated, organized by rater. Evaluation based on employee's recent behaviour (good/bad). Giving higher rating because employee is showing improvement. What is contrast error? When employee's evaluation is biased because of another em- ployee's performance. Average worker looks great vs a bad em- ployee however the Average worker looks poorly against great worker What is Similar to me error? Supervisors inflate evaluations with those who have things in common with them. If it based on ethnicity, race, religion etc. = discrimination What costs are normally caused by employee turnover? Customer service disruption and loss of morale among other employees, burnout of other employees, and the costs of hiring someone new. What is a just-cause termination? Give three examples. Just cause refers to conduct that is of such a serious nature/extent that breaches the employment contract. Such actions provide the employer with just cause for discipline and dismissal. This includes theft, violence, harassment. What are the purposes of progressive discipline? To give the worker chances to correct their actions/behaviour in order to become the most effective and competent employee they can be. Demonstrate that if they do something wrong, they won't be wrongfully terminated from the start but are given time to correct their errors/improve themselves. 3 / 4

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Unit 5 & 6 HRMT 386 Exam Prep Study online at https://quizlet.com/_apbr59 When organizations attempt to use worker development to reduce barriers to advancement for women, how does the gendered division of labour in society limit its effectiveness? 4 / 4

HRMT Unit 5 and 6 Exam Prep

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