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[MHR 733] - Final Exam Guide - Everything you need to know! (24 pages long)
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24 Pages
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Department
Human Resources
Course Code
MHR 733
Professor
Elizabeth Speers

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Ryerson
MHR 733
FINAL EXAM
STUDY GUIDE
CHAPTER 1- The training and development Process
Instructional system design (ISD) model of training & development
Crew resources management (CRM) training: type of team training that focuses on
communication & decision making to use all available resource e.g. people, info. & equipment
- Use cognitive & interpersonal skills such as communication, problem solving
- Has positive effect on attitudes, learning & behavioural changes on the job
Performance management: process of establishing performance goals & designing
interventions and programs to motivate and develop employees to improve their performance
o Setting performance goals e.g. SMART goals- specific, measurable, attainable,
relevant & Time frame
- The key part of the process is a formal performance evaluation- standard rating of
employee’s performance to reward them
- A development plan for employees is also a critical component (activities and programs
designed to help employees achieve their goals & improve performance) e.g. feedback to
reveal strengths and weaknesses
- Action Plan is also a component
SMART- Specific, Measurable, Attainable, Relevant, Time Frame
- Once SMART goals are set by employee and manager, it is important for managers to
monitor employee performance & goals
Role of Training and Development in Performance Management Process
1. Performance Expectations and Goals
2. Monitor Performance and Provide Feedback
3. Performance Evaluation and Consequences
4. All connects to Employee Training and Development
Critical Component of the Performance Management Process is: Employee Training & Development
Training: refers to formal and planned efforts to help employees acquire knowledge, skills &
abilities to improve performance on current job
Development: formal and planned efforts to help employees acquire knowledge, skills &
abilities required to perform future job responsibilities
Human resource development (part of a larger field of T&D): systematic & planned
activities that are designed by organization to provide employees with opportunities to learn
necessary skills to meet current & future job demands
The Main Functions of HRD are:
1. Training and Development
2. Organization Development
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find more resources at oneclass.com
3. Career Development
Benefits of T&D
1. Strategy
2. Effectiveness- trained employees can do more, better work, fewer errors, less
supervision, positive attitude, lower rate of attrition
For company, they generate higher revenues if they invest more in training
Customer satisfaction
Outperform competitors
Better learning outcomes for employees
3. Employee Recruitment and Retention
Effective tool for attracting & retaining top talent current employees
Decreases employee’s willingness to move to a new job (less turnover)
Benefits to Employees
1. Intrinsic Benefits- acquire new knowledge and skills that enable them to perform better
2. Extrinsic Benefits- higher earnings as result of increased knowledge, greater security of
employment, likely to be promoted, improved marketability
Benefits to Society
1. Educated and Employed Population- reduces unemployment especially youths, some
employments offer literacy and numeracy training, using new skills to better manage
their personal lives e.g. calculate bills
2. Health and Safety- reduce life-threatening errors, reduce human error, saves lives
3. Economy and Standard of Living- improvement in productivity by investing in the
knowledge & skills of the workforce, attracts employees & lead to job creations, higher
paying jobs
Skills mismatch: insufficient number of workers with needed skills are
available to satisfy the # of available jobs
Most Important Value of Skill that Businesses See
1. Thinking/Problem Solving
2. Customer Service
The Environmental Factors of T&D
1. Global Competition- improve productivity and quality of their goods & services bt
sending workers on assignments in foreign countries
2. Technology- improves productivity & competitive advantage
3. Labour Market- shortage of skilled workers and skills mismatchmeans company must
provide more training
4. Organizational Change
Internal Events in the Organization of T&D
1. Strategy
- Strategy is one of the most important factors influencing T&D b/c it can help achieve
strategic objectives & gain competitive advantage
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find more resources at oneclass.com

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Description
[MHR 733] Comprehensive Final Exam guide including any lecture notes, textbook notes and exam guides.find more resources at oneclass.com CHAPTER 1- The training and development Process Instructional system design (ISD) model of training & development Crew resources management (CRM) training: type of team training that focuses on communication & decision making to use all available resource e.g. people, info. & equipment - Use cognitive & interpersonal skills such as communication, problem solving - Has positive effect on attitudes, learning & behavioural changes on the job Performance management: process of establishing performance goals & designing interventions and programs to motivate and develop employees to improve their performance o Setting performance goals e.g. SMART goals- specific, measurable, attainable, relevant & Time frame - The key part of the process is a formal performance evaluation- standard rating of employee’s performance to reward them - A development plan for employees is also a critical component (activities and programs designed to help employees achieve their goals & improve performance) e.g. feedback to reveal strengths and weaknesses - Action Plan is also a component SMART- Specific, Measurable, Attainable, Relevant, Time Frame - Once SMART goals are set by employee and manager, it is important for managers to monitor employee performance & goals Role of Training and Development in Performance Management Process 1. Performance Expectations and Goals 2. Monitor Performance and Provide Feedback 3. Performance Evaluation and Consequences 4. All connects to Employee Training and Development Critical Component of the Performance Management Process is: Employee Training & Development Training: refers to formal and planned efforts to help employees acquire knowledge, skills & abilities to improve performance on current job Development: formal and planned efforts to help employees acquire knowledge, skills & abilities required to perform future job responsibilities Human resource development (part of a larger field of T&D): systematic & planned activities that are designed by organization to provide employees with opportunities to learn necessary skills to meet current & future job demands The Main Functions of HRD are: 1. Training and Development 2. Organization Development find more resources at oneclass.com
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