ADMS 3410 Study Guide - Summer 2018, Comprehensive Midterm Notes - Job Performance, Time Series, Task Analysis
12 Oct 2018
School
Department
Course
Professor
ADMS 3410
MIDTERM EXAM
STUDY GUIDE
Fall 2018
CHAPTER 1:
Performance management: is the process of establishing performance goals,
intervention and programs to help motivate employees to improve performance on the job
and reach organization goals. This is a long process and includes multiple steps, various
activities and programs to help reach job performance goals.
1) Defining performance 2) setting performance expectations 3) setting performance
goals.
Management meets with the employees to set performance expectations and establish
performance goals. This way it ensures that the organization goals and employee goals
are both aligned together.
Training: is the process of helping employees on acquiring the skills, knowledge and
abilities on how to conduct one’s current job. It’s short-term process to acquire
knowledge to do your current job right now effectively. An example would be
management sending off their employees to workshops on how to improve their skills on
their job. Goal of training is to acquire skills to do current job better.
Development: on the other hand is the process of acquiring the skills, knowledge and
abilities to help prepare for one’s long-term career advancement. It’s to provide the
knowledge and skills to use on the future and organizational objectives. Workshops
include extensive leadership workshops, job rotation, and job coaching programs and
other assignments. The goal is to prepare employees for their future job responsibilities.
So training is short-term while development is long-term.
What are the benefits of training and development?
Organization
Strategy: The ultimate goal of an organization is to survive and prosper. Training
provides employees with the skills and knowledge to help achieve organization goals and
business objectives.
Effectiveness: Trained employees prove to work better, make fewer errors, need less
supervision, are more positive and decrease rate of attribution. Better job performance
help increase organization goals and the more a company invests in training the more
profit and revenue the organization makes.
Employment recruitment and retention: training can be used to increase attractiveness
of prospective employees and help retain current employees. It also prevents employees
from going to a different company.
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Benefits to employees
Intrinsic benefits to employees: benefits include acquiring the skills, knowledge and
ability to improve job performance, it also help improve employee behaviour about the
job and provides greater confidence and self-efficacy.
Extrinsic benefits to employees: this would include gaining these skills, knowledge and
ability to increase salary, job security and enhance employee opportunities for
advancement and promoting.
Benefit to society
Educated and employed population
Why do some employees receive more training than others?
Employees who receive less training are those who are part-time, temporary, older and
less educated. Also employees who tend to work in small to medium size firms tend to
receive less training workers who tend to get more amount of training are seen as more
important and if they don’t receive the amount of training that they do, they wont be able
to conduct the work or task give which can ultimately damage the job performance and
not only that, it can ultimately cause decrease in the organization and profit of revenue.
ISD: instruction systems design models refers to the scientific and rational process of
training and development that includes a needs analysis, training design and delivery, and
training evaluation.
Instruction systems design models starts off by a performance gap, which means
something in the organization that doesn’t seem quite right, it could be maybe due to high
customer complaints, low quality in service. With that IDS uses a needs analysis to
identify and compare and contrast with the way things are, and the way things should be.
With that the needs analysis has 3 components, which includes an organizational
analysis, task analysis and a person analysis. An organizational analysis helps identify
which part of the organization needs the training, the task analysis helps identify which
kind of training should be conducted and the person analysis identifies who in the
organization needs the training.
find more resources at oneclass.com
find more resources at oneclass.com
Document Summary
Performance management: is the process of establishing performance goals, intervention and programs to help motivate employees to improve performance on the job and reach organization goals. This is a long process and includes multiple steps, various activities and programs to help reach job performance goals: defining performance 2) setting performance expectations 3) setting performance goals. Management meets with the employees to set performance expectations and establish performance goals. This way it ensures that the organization goals and employee goals are both aligned together. Training: is the process of helping employees on acquiring the skills, knowledge and abilities on how to conduct one"s current job. It"s short-term process to acquire knowledge to do your current job right now effectively. An example would be management sending off their employees to workshops on how to improve their skills on their job. Goal of training is to acquire skills to do current job better.
