HSHSHSHSHAH sguscucsusv

24問 • 1年前

問題一覧

These are business games developed by human resource experts that require the participants to analyze a situation and decide the best course of action based to the given data.

stimulation

a development technique requiring the trainee to assumes a role in a given situation and act the behavior associated with it. The facilitators provide the script and the group evaluate the performance. The other participants provide comments and suggestions after each performance

Role playing

This is a classroom type of training techniques that provides a medium through the application of management behavior concepts and analysis. Cases are either through the use of multi-media or case problems that are developed similar to those existing in the work environment. Group case analysis and presentations are made and discussions facilitate the learning experience

Case studies

These organizational interventions are usually conducted away from work about three to four days. The employees are organized into team and solve common problems related

Team building

the company sends the employee to formal seminars, workshops and other training programs offered by training consultants and agencies. Some companies send their employee to take advanced studies in the graduate programs in exclusive schools or take courses in foreign countries

Formal Education

The immediate supervisor coaches he subordinate employee in performing certain functions that are necessary for its advancement. It combines observations and suggestions. This is best when involves good relationships

Management coaching

Assigning promising employees to important committees can give the employees a broadening exercise and can help them to understand the personalities, issues and processes governing the organization.

Committee assessment

is the process of shifting employees from one job to another. A substantial managerial time is needed when trainees change positions. The trainees must be acquainted with different people and techniques in each new unit

Job rotation

This is the assignment of an assistant to the position who works directly under the manager. He is given the opportunity to deal with challenging and interesting tasks. Studies and other tasks are assigned for analysis before they are given to the head for final implementation

ASSISTANT TO THE POSITION

refers to adding challenges or new responsibilities to the employee's current job. This could include such activities as special projects assignments, switching roles within a work team or research activities.

Job enlargement

can also develop skills and increase their knowledge about the company and its operation by interacting with more experienced organization members. Mentoring helps new members bring together successful senior employees with less experienced members.

Mentoring

Employees are sent to assessment centers to take examination covering personality tests, communication skills, personal inventory assessments, benchmarking and other examinations. The center is manned by a group of teams that assesses the individual potential for leadership and other capabilities or qualities that may be used by the organization in its future operations

Assessment Centers

Pencil and paper tests have been used for years to determine employees' development potentials and needs. Intelligence tests, verbal and mechanical reasoning tests can furnish useful information about factors of motivation, reasoning, abilities, leadership styles, interpersonal response traits and job preferences

Psychological Testing

measures the employees' potential when done properly could be a good source of development information. Observable and measurable output, attitude and behavior, data on productivity, employee relations, job knowledge and leadership behavior are important source of employee information. These are usually available in the personnel

Performance Appraisal

It represent the level of how well the trainees have learned facts, ideas, concepts, theories and attitudes. Tests on training materials are commonly used for evaluating learning and can be given before and after training to compare results

Learning

There must be a change in the work attitude and behavior of the trainee after the training. Observable behavior must be measured in terms of work improvement, increased work output, and work effectiveness. The trainee must be able to display a better look at the work environment and increased productivity must be observed. Management should observe performance as a gauge to effectiveness of training.

Behavior

LEARNING

Employer evaluate results by measuring effects of training on the achievement of organizational objectives. Because results such as productivity, turnover, quality, time, sales volume, and cost are relatively concrete, comparing records before and after the training can do the evaluation.

RESULTS

is the passive receipt of information that includes the traditional instructions, distance learning and audiovisual techniques. These are ideal for presenting new facts, information, different philosophies and alternative solutions or processes.

PRESENTATION METHOD

refers to the training method that require on-the- job training, simulation, business games, case studies, behavior modeling, interactive videos and web-based training.

HANDS ON TRAINING

helps trainees share ideas and experiences, build group or team identity, understand the dynamics of interpersonal relationship and get to know their own strengths and weaknesses and those of their co-workers. Various training techniques are available to improve work-group or team performance to establish new teams and to improve interactions among different teams. All involve examinations of feelings, perceptions and beliefs about the function of the team. This develops discussions and development of plans to apply what was learned that will improve team performance on the job

GROUP BUILDING METHOD

the specific source of information and operational measures or an organization level needs analysis, which include the following: Grievances Accident record Observations Exit interview Customer's complaints Equipment utilization and breakdown Material wastage, scraps, and quality control data Training committee, observation and need assessment data

ORGANIZATIONAL

The use of performance appraisal data in making this individual analysis is the most common approach. A performance review reveals the employee's inadequacy to perform certain types of task and this will reveal what necessary training is needed to correct the weaknesses. An employee's potential may mean further training to assume a higher position in the future

INDIVIDUAL ANALYSIS

the job description and the job specifications provide information on the performance expected and the skills necessary for employees to accomplish the required work. Changes in the work environment due to the introduction of new technology or machinery require changes in the task requirements of the position.

TSSK ANALYSIS

governance

Jan Rick Trinidad · 40問 · 2年前

governance