1
Q
- The process of determining what the content of a training program should be on the basis of a study of the tasks and duties involved in the job
A
Task analysis
2
Q
- Examination of the environment, strategies, and resources of the organization to determine where training emphasis should be placed
A
Organizational Analysis
3
Q
- Determination of the specific individuals who need training
A
Person analysis
4
Q
- A method by which employees are given hands-on experience with instructions from their supervisor or other trainer
A
OJT
5
Q
- The process of systematically socializing new employees to help them get on board with an organization
A
Onboarding
6
Q
- Online system that provides a variety of assessment, communication, teaching, and learning opportunities
A
Learning Management System (LMS)
7
Q
- The process of learning by “doing,” reflecting on it, critically analyzing it, and applying it in new situations or settings
A
Experiential Learning
8
Q
- The effective application of principles learned to what is required on the job
A
Transfer of learning
9
Q
- A performance rating error in which an appraiser inflates the evaluation of an employee because of a mutual personal connection
A
Similar-to-Me error
10
Q
- A performance rating error in which the evaluation is based largely on the employee’s most recent behaviour rather than on behaviour throughout the evaluation period
A
Temporal (recency) error
11
Q
- A performance rating error in which an employee’s evaluation is biased either upward or downward because of comparison with another employee just previously evaluated
A
Contrast error
12
Q
- Goals that are specific, measurable, attainable, realistic, and time-based
A
SMART Goals
HRM
flashcards
Decks in class (18)
# Cards
