HRM 2600 Lecture Notes - Lecture 6: Job Performance, Task Analysis, Reinforcement

• School: York University
• Department: Human Resources Management
• Course: HRM 2600
• Professor: Paul Fairlie

Document Summary

Tends to be narrowly focused and oriented toward short-term performance concerns. Effort that is oriented more toward broadening an individual"s skills for future responsibilities. Training is an investment, not an expense. To ensure that a firm"s training and development investment has the maximum impact possible, a strategic approach should be used that involves four phases: (1) needs assessment, (2) program design, (3) implementation, and (4) evaluation. Organizational analysis - examination of the environment, strategies, and resources of the organization to determine where training emphasis should be placed. Example: mergers and acquisitions frequently require that employees take on new roles and responsibilities and adjust to new cultures and ways of conducting business. Task analysis - involves reviewing the job description and specifications to identify the activities performed in a particular job and the ksaos (knowledge, skills, abilities, and other characteristics) needed to perform them. List all the duties in the job.