HROB 2100 Chapter Notes - Chapter 10&11: Performance Appraisal, Job Performance, Union Representative

• School: University of Guelph
• Department: Human Resources and Organizational Behaviour
• Course: HROB 2100
• Professor: Tom Medcof

Document Summary

Providing realistic into to job candidates and providing support regarding reality shock. Assessing each candidates previous record at making organizational transition. Stressing the importance of listening as well as demonstrating competency, and promoting more time spent talking w the boss. Five step training process: step 1: training needs analysis: identify the specific job performance skills needed, to analyse the skills and needs of the prospective trainees, and to develop specific, measurable knowledge and performance objectives (see exhibit. Form: supplement job description and specifications; consolidates info regarding the job"s required tasks and skills, contains 6 types of info: Task list: jobs main tasks and subtasks are listed. Quantity and quality of performance: standards for each task described in measurable terms. Competencies and specific knowledge required: specifies what knowledge or skill must be taught. Where best learned: on or off the job (safety an issue: performance analysis: determining the training needs of current.