HRA848 Chapter 1: Training and Develoment Chapter 1 + MCQs
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Department
Business Administration - Human Resources
Course
Business Administration - Human Resources HRA848
Professor
Alfonsina Chang
Semester
Fall

Description
Chapter one. me Traning and Devecpment Monday, Maul Cl, 201 establishing Qoals gesigmmg interventors ProQral ins to dever emi Kulees improve emisoyees performance signals to emplouces anat is wealt i imp. n the OTO ensores accountability for Denavour resuits & improve performance employee deveopment Nor a event comprehensive, on-going, & continxws Process Involves various acrivities Programs desgnd to develop empouee. and Improve perfommerce. Traini and Devel pment. Formal Panned eAorts bhep emPouees aaqurc KSAs n then dob to Improve performance term Short current dob per ormance formal Planned eftorts to empicuees acquire KSAs to perform n RTUre Ab responsibilities. Konc -term future opportunities Homan Tors peyen mer. surstematic Planned activites designed Du the Org. to provide employees with opportunities to team nanessa skills to meet Comment g Fotore. dobaemo Concern mprove Quo. eRectiveness L- by mPowing HR L Key TE D L- Benefits organization employee. socle at large Trainino and Developmen Benefits anzatmns t effectiveness & ProductivitY maintain compenhve advantage. Improve recruitment retention benefits Provide an Integrated Structure/Proces to aanteve orgs business Ctaectives. Em cgee. Extrinsic nother earning (Salary Intrinsic ConFidence knowedge Promohon/advarrennent athtude. Dostre attitude/bensviour seek opportonities. skilled work standards of living Olot si Presence Chapter one. me Traning and Devecpment Monday, Maul Cl, 201 establishing Qoals gesigmmg interventors ProQral ins to dever emi Kulees improve emisoyees performance signals to emplouces anat is wealt i imp. n the OTO ensores accountability for Denavour resuits & improve performance employee deveopment Nor a event comprehensive, on-going, & continxws Process Involves various acrivities Programs desgnd to develop empouee. and Improve perfommerce. Traini and Devel pment. Formal Panned eAorts bhep emPouees aaqurc KSAs n then dob to Improve performance term Short current dob per ormance formal Planned eftorts to empicuees acquire KSAs to perform n RTUre Ab responsibilities. Konc -term future opportunities Homan Tors peyen mer. surstematic Planned activites designed Du the Org. to provide employees with opportunities to team nanessa skills to meet Comment g Fotore. dobaemo Concern mprove Quo. eRectiveness L- by mPowing HR L Key TE D L- Benefits organization employee. socle at large Trainino and Developmen Benefits anzatmns t effectiveness & ProductivitY maintain compenhve advantage. Improve recruitment retention benefits Provide an Integrated Structure/Proces to aanteve orgs business Ctaectives. Em cgee. Extrinsic nother earning (Salary Intrinsic ConFidence knowedge Promohon/advarrennent athtude. Dostre attitude/bensviour seek opportonities. skilled work standards of living Olot si PresenceOver ll mil. workers receve some sort of workplace train R more than tar. of Pol-time empo fees FOI. OF part-time A 3 op seasonal Icontracr emplouees canadian Ore s onder invest in TAD Knowedge-based sectors spend most Tradinconsi sectors spend the leasr Smal mid-sized ors spend more Per emisdalec an TED than larger orgs do organizations that view TAD as a acGt red limit then Hanno nvestment to what is reagoved bu law Tor neoessary survive organizations that View TAD as an investment expect aineCH benefits and a return on investment. Taming is part of the org's SAteou and key factor for its competitiveness sxcess. ACt O Foster the Devaopment of Manpower Trainmo (referred to employa as the percent" or training laws )i the only payroll trainino tax OR North America.- Requires companies with payrolls of more than millon to Tinet a min. op fl. op their peurou on owemmenh sanchond trainino Gr pay that amount into a Dfovinaal (Aver ee) Fund The Anas aamuined from Companies are paced in a covemmerr fund that WP-orts trannng inihatives in the Province eosaton naso had a 6lontFACAnt impact on the way pirms snuxuure, Organize, and deliver ranns. ncreaae in partaPohon rate. employers, Qaemmerins, onons and community orcups are working together to find waus to promote earnino Kanno l. Everu Petraru, companies file work Indicanng houo they spent the on trainno. 2. TP they nsve spent less than treu med to the dieperence to covernment. 3. Componies must use accredited training baies, instructors, and aservices that Follows the code oe ethics All tuices of trainings are eligible M. General info. about the employee Participenon 5. Companies tral meet the investment CanapAu For Provincial trainino grant Tar D dust OTwe Psrt of a sustem OF HR Practices, Har ty internal external factors ine. HR oustem is inFluenced tou environmental organizationsd factors Environmental legisahon, economic climate compenno demographics, social MAIues. have impact on The Env tal Context Tran ins and TeveLCtoment Toome of the key environmental pactors that drive HR raining and aereopment are donasi competition, tachnologu, the abour markets and chance Increasing Qiotsi competition has Global Competin on pored orgs ro improve their productivi and the quality of Her ooods g senKES Improvement in the producton process qualitu inihahres almost auaus require empalees to lesom new skills. Over ll mil. workers receve some sort of workplace train R more than tar. of Pol-time empo fees FOI. OF part-time A 3 op seasonal Icontracr emplouees canadian Ore s onder invest in TAD Knowedge-based sectors spend most Tradinconsi sectors spend the leasr Smal mid-sized ors spend more Per emisdalec an TED than larger orgs do organizations that view TAD as a acGt red limit then Hanno nvestment to what is reagoved bu law Tor neoessary survive organizations that View TAD as an investment expect aineCH benefits and a return on investment. Taming is part of the org's SAteou and key factor for its competitiveness sxcess. ACt O Foster the Devaopment of Manpower Trainmo (referred to employa as the percent" or training laws )i the only payroll trainino tax OR North America.- Requires companies with payrolls of more than millon to Tinet a min. op fl. op their peurou on owemmenh sanchond trainino Gr pay that amount into a Dfovinaal (Aver ee) Fund The Anas aamuined from Companies are paced in a covemmerr fund that WP-orts trannng inihatives in the Province eosaton naso had a 6lontFACAnt impact on the way pirms snuxuure, Organize, and deliver ranns. ncreaae in partaPohon rate. employers, Qaemmerins, onons and community orcups are working together to find waus to promote earnino Kanno l. Everu Petraru, companies file work Indicanng houo they spent the on trainno. 2. TP they nsve spent less than treu med to the dieperence to covernment. 3. Componies must use accredited training baies, instructors, and aservices that Follows the code oe ethics All tuices of trainings are eligible M. General info. about the employee Participenon 5. Companies tral meet the investment CanapAu For Provincial trainino grant Tar D dust OTwe Psrt of a sustem OF HR Practices, Har ty internal external factors ine. HR oustem is inFluenced tou environmental organizationsd factors Environmental legisahon, economic climate compenno demographics, social MAIues. have impact on The Env tal Context Tran ins and TeveLCtoment Toome of the key environmental pactors that drive HR raining and aereopment are donasi competition, tachnologu, the abour markets and chance Increasing Qiotsi competition has Global Competin on pored orgs ro improve their productivi and the quality of Her ooods g senKES Improvement in the producton process qualitu inihahres almost auaus require empalees to lesom new skills.Can Provide orgs with mprovements in Productvitou and a competitive advantage Tech wall vesd to productivitu gains onki when empol Cuees receve the necessary training to exploit the r marktr, IF he oro. Con't hire peope with the Tecesaru ksawkage and skills, they will nowe to Provde more IF they are to compete wrvive. nave resulted nahichii uncertan consrantki enangno orRanizators must adaa & aange. Managing Change has become a normal part at org. life. TED is almost aluksus a key part of tte me alignmenr o HR practices with an oos tusiness stateN Streeteou known as me better the avonment the more supe the Performano alignment of an Org. s tamiro needs Programs with an og s stratoru OudeCTves. Strategy is ofen a key factor driving the need Por & type of TATS n OOS. Traning con lower an oro.'s market value when it is not strategicalu focused Taining Daeapment Programs foret ores are increasingu Decamino Flatter, with fewer eves OR momr. Emplouers are expected to perfom tasks veie ance msnagenal tasks Reu must be traind in traditional managual activitnes saknes portem solving,deason making, teamwork,0 refers to the snared beliefs, values, and assumptions that exist in org It aetermines the norms that exist in an org. the expected The Outore OF on ag. its noms expected bensvars are often communicated to emplouees thro traning amo strategic HR momr involves UNO Klnds of InKaces HR practices said De linked to Cusmes srestagu 2. HR practices be linked toeschother so they work together to achieve an agannestdrs streteekl The Practices Froman ntegrated tontu linked HR sustem. An intemeiated sustem OF HR Practies Policies that inck des ngorous recruitmentand seiectkon procedures, contungent centive Gempensaton, Performon momG a commHment to empouce nvolvement, and extensve training & development Prorams. Increete empalees know xecge, Skills abilites, motivatkin s to more positive attitude, lower turnover Shener Food chvitu, unch results in higher orenzational perfom Tans isa stratogic imp. Part op a hotn-Derpomana oso sistem inst improve Individual performance ultimamerd croanizatonal eRectiveness Can Provide orgs with mprovements in Productvitou and a competitive advantage Tech wall vesd to productivitu gains onki when empol Cuees receve the necessary training to exploit the r marktr, IF he oro. Con't hire peope with the Tecesaru ksawkage and skills, they will nowe to Provde more IF they are to compete wrvive. nave resulted nahichii uncertan consrantki enangno orRanizators must adaa & aange. Managing Change has become a normal part at org. life. TED is almost aluksus a key part of tte me alignmenr o HR practices with an oos tusiness stateN Streeteou known as me better the avonment the more supe the Performano alignment of an Org. s tamiro needs Programs with an og s stratoru OudeCTves. Strategy is ofen a key factor driving the need Por & type of TATS n OOS. Traning con lower an oro.'s market value when it is not strategicalu focused Taining Daeapment Programs foret ores are increasingu Decamino Flatter, with fewer eves OR momr. Emplouers are expected to perfom tasks veie ance msnagenal tasks Reu must be traind in traditional managual activitnes saknes portem solving,deason making, teamwork,0 refers to the snared beliefs, values, and assumptions that exist in org It aetermines the norms that exist in an org. the expected The Outore OF on ag. its noms expected bensvars are often communicated to emplouee
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