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ADM 2337 - FINAL EXAM REVIEW STUDY
GUIDE
What is the difference between training and development - ANSWER Training - Tends to be more narrowly focused and oriented towards short-term performance concerns. Development - Broadening an individual's skills for future responsibility. What are the 4 stages of the strategic model of training? - ANSWER 1. Needs Assessment
- Designing the training program
- Implementing the training program
- Evaluating the training program What are the three analyses associated with a need assessment? - ANSWER Organizational Analysis - Assess the environment, strategies, and resources the firm faces. Task Analysis - The tasks performed in the job, the steps within each, and the knowledge, skills, and abilities required. Person Analysis - Determining the specific individuals who need training and what they need training in. what are instructional objectives in regard to designing the training program - ANSWER Instructional objectives - Desired outcomes of a training program (skills or knowledge to be acquired and/or the attitudes to be changed).
- The objectives should be SMART (specific, measurable, attainable, realistic, time-based) What are the 8 principles of learning? - ANSWER 1. Goal setting - Explaining the training's goals and objectives and encouraging trainees to set their own goals can increase trainee effort.
- Meaningfulness of presentation - Trainees will be better able to learn new information if it is presented using terminology they can understand, and the training is connected with
things already familiar to them.
- Modelling - People learn by mimicking other people. Modelling increases the salience of behavioral training.
- Individual differences - Incorporating a variety of different training methods into a training program can help all different learners learn.
- Active practice and repetition - Giving trainees frequent opportunities to practice their job tasks in the way they will ultimately be expected to perform them.
- Whole-versus-part learning - Most jobs and tasks can be broken down into parts that lend themselves to further analysis. Tasks may be better taught in parts or as a whole.
- Mass-versus-distributed learning - Spacing out the training will result in faster leaning and longer retention.
- Feedback and reinforcement - Can help individuals focus on what they are doing right and what they are doing wrong. What are the 8 training methods discussed in class? - ANSWER 1. On-the-job training (OJT) - How a majority of training is done. Can be very effective as well if implemented correctly (often not).
- Apprenticeship training - Often used in skilled trades where the trainee is given thorough instruction and experience, both on and off the job.
- Special Assignments - Typically given to trainees on managerial tracks as a grooming tactic
- Cooperative training and internships - Combine practical OJT with formal classes. Tend to be setup by educational institutions partnering with local employers.
- Simulations - Used in situations where it is impractical or unsafe to train employees with actual equipment (e.g. astronauts, pilots, etc.)
- E-Learning - Can be expensive, but often more efficient and cost-effective.
- Blended Learning - Combining lectures with computer and online instruction.
- Classroom Instruction - Can have advantages in regard to motivation and attendance. What are the 4 stages of evaluating a training program? - ANSWER 1. Reactions - Usually in the form of a questionnaire. Gauges the attendees' feelings about the training program
of a mutual personal connection. What is a trait method and what are 4 examples of trait appraisal methods? - ANSWER Trait Methods - Easy to perform. Use a trait to appraise employees. Graphic Rating Scales - Each employee is rates according to a scale of characteristics. Mixed-standard Scales - Rating on a scale based on comparison to a standard (better than, equal to, or worse than). Forced-choice Method - The rater chooses from statements that distinguish between successful and unsuccessful performance. Essay Method - The rater composes a statement describing employee behavior. What is a behavioral method and what are 4 examples of behavior appraisal methods? - ANSWER Behavioral Methods - Specifically describe which actions should (or should not) be exhibited on the job. Critical Incident Method - An unusual event that denotes superior or inferior employee performance in some part of the job. Behavioral Checklist Method - Requires the rater to check statements on a list that describe characteristics of the employee's behavior. Behaviorally Anchored Rating Scale (BARS) - Consists of a series of vertical scales, one for each important dimension of job performance.
Behavior Observation Scale (BOS) - Measures the frequency of observed behavior. Based on critical incidents. What is a results method and what are 3 examples of results appraisal methods? - ANSWER Results Methods - Evaluating employees' accomplishments - the results they achieve through their work. Productivity Measures - Example: Salespeople are evaluated on the basis of their sales volume. Management by Objectives (MBO) - A philosophy of management that rates performance on the basis of employee achievement of goals set by mutual agreement of employee and manager. The Balanced Scorecard - Can be used to appraise individual employees, teams, business units, and the corporation itself. What are the 4 components of giving constructive feedback (The Fact Approach)? - ANSWER Future Oriented
- Focus on success
- Suggest actions/behaviors that they SHOULD start doing Accurate
- Be specific
- Focus on things they can control
What are the three legal requirements for managing compensation? - ANSWER Human Rights Legislation - Make sure you aren't accidentally discriminating against anyone in your pay structure. Pay Equity - Equal pay for work of equal value Employment/Labor Standards - Make sure you understand what minimum wage is, overtime pay, tips, split shifts, etc. Define Equity Theory - ANSWER Equity Theory - We compare our inputs and outputs to the inputs and outputs of a comparison other. Define Expectancy Theory - ANSWER Expectancy Theory - Employees should exert greater work effort if they have reason to expect that it will result in a reward (outcome) that they value. There needs to be a clear link between performance (work effort) and rewards (outcome). What are the two internal factors in regard to the wage mix? - ANSWER Compensation Strategy of Organization - If your company is all about being the best in the work, you better pay like it. Employer's Ability to Pay - The performance of the firm as a whole will determine what kind of compensation is given out. If a company is doing poorly one year, the employees may not get a bonus What are the three external factors in regard to the wage gap? - ANSWER Labor Market Conditions - Supply and demand for labor within the area.
Area Wage Rates - Wage structure needs to be in line with local wages Cost of Living - Based on Consumer price index (CPI). COLA clauses are sometimes put into collective agreements to ensure wages keep up with or exceed the rise in cost of living. What are the three stages of determining the worth of a job? - ANSWER 1. Job Evaluation
- Conduct a wage/salary survey
- Determine pay for job What is the purpose of job evaluation? - ANSWER - The systemic process of determining the relative worth of jobs
- Ensures internal equity (you want employees to feel like they're being paid fairly) what are 5 examples of job evaluation? - ANSWER Job Ranking System
- Jobs are ranked on the basis of their relative worth
- Very informal and not systematic Job Classification System
- Jobs are classified and grouped according to a series of predetermined wage grades.
- Each grade has increasing amounts of skill, knowledge, ability or other factors.
- Each position is slotted into the appropriate class/grade. Point System
- Permits jobs to be evaluated quantitively on the basis of factors or elements - Compensable factors - that constitute the job.
Red Circle Rates - Payment rates above the maximum of the pay range. Typically used to attract people to undesirable locations or to help employees reaching a career plateau. Broad banding - Collapses many traditional salary grades into a few wide salary bands (creates big overlaps in pay ranges). Gives more flexibility and eliminates red circle rates. What are variable pay/incentive plans? - ANSWER Any plan that ties pay to some measure of individual, group, or organizational performance. What are the two piece rate pay plans? - ANSWER Straight Piecework - Employees receive a certain rate for each unit produced. Differential Piece Rate - Employees whose production exceeds the standard amount of output receive a higher rate for all of their work. What are the cons of piecework rates? - ANSWER - Quantity is put over quality
- Lower performing employees will get mad at higher performing employees and tell them to slow down to stop making them look bad ("rate-busting") What is a standard hour plan? - ANSWER Standard Hour Plan - Pay rates based on the completion of a job in a "standard time". If the job is finished in less time, then pay is still calculated on an hourly rate. What is a bonus and a spot bonus? - ANSWER Bonus - Incentive payment that is supplemental to the base wage.
Spot Bonus - Unplanned bonus given for employee effort unrelated to an established performance measure. What is a merit pay program (merit raise)? - ANSWER Merit Pay Program (Merit Raise) - Links an increase in base pay to how successfully an employee achieved an objective performance standard. What are incentive awards and recognition? - ANSWER - Often used to recognize productivity gains, special contributions or achievements.
- Most effective as motivators when the award is combined with a meaningful employee recognition program. What are the three main sales incentive programs? - ANSWER Straight Salary - Common if the sales are more long-term or more complex. Straight Commission - Some salespeople find that this form of payment is a big incentive. Combined Salary and Commission - Most common form of payment plan for salespeople. What are flexible benefit plans? - ANSWER Flexible Benefits Plans (Cafeteria Plans) - Benefits plans that enable employees to choose the benefits that are best suited to their particular needs. What are some advantages and disadvantages to flexible benefits plans? - ANSWER Advantages of flexible benefits plans
- Employees can choose their benefits based on their individual needs
What is an EAP? - ANSWER Employee Assistance Programs (EAP's) - Services provided by employers to help workers cope with a wide variety of problems that interfere with the way they perform their jobs. This could include diagnosis, counselling, and referral services for alcohol or drug problems, emotional problems, family crises, etc. What is Occupational Health and Safety (OHS)? - ANSWER Occupational Health and Safety (OHS) - Regulated by federal, provincial and territorial governments. OHS laws are intended to protect the health and safety of workers by minimizing work-related accidents and illnesses. What are the duties and responsibilities of employers, employees, and supervisors in regard to OHS? - ANSWER Employers (Due Diligence) - Employers are responsible for taking every reasonable precaution to ensure safety. Employees - Responsible for taking reasonable care to protect their own and their co- worker's health and safety
- Employees are allowed to refuse unsafe work without reprisal Supervisors - Must advise employees of potential hazards, ensure workers use safety equipment, and provide written instruction where applicable. Define workers compensation - ANSWER Workers' Compensation - Form of insurance - no fault - provincial insurance boards collect premiums from employers, assess, and pay out to injured workers. What are the benefits paid out by workers' compensation? - ANSWER Benefits include
- Cash payout or wage loss payments; survivor benefits
- Medical expenses/aid
- Rehabilitation (physical, social and psychological services How are OHS laws enforced? - ANSWER - Government inspectors carry out safety inspections
- Penalties consist of fines or jail terms
- "corporate killing" can bring criminal charges against coworkers, supervisors, and executives when a worker is injured or killed. Define Ergonomics - ANSWER Ergonomics - Workplace design that ensures safety, efficiency, comfort, and performance of workers. Accommodate for differences as well (size, strength, etc.) Define WHMIS - ANSWER WHMIS - Workplace Hazardous Material Information System. Includes labels, Material Safety Data Sheets, and training. What are the three main sources of employment law? - ANSWER 1. Common law of employment
- Usually there's a written employment contract with employment terms, but sometimes contract is implied and verbal.
- Legislation - Statutory Employment Regulation
- Government employment legislation works alongside common law, usually as a default minimum.
- E.g. Employment Standards Act (ESA)
- Collective Bargaining Legislation and Labor arbitration
employee without notice because the employee has committed a serious breach of the contract. What are some just cause reasons and what are some reasons that are not just cause for dismissal? - ANSWER Just Cause Reasons include
- Harassment
- Conflict of interest
- Theft
- Incompetence Not Just cause
- Conditions of human rights legislation
- Lawful union activities
- Refusing to perform an illegal or unsafe act Define Wrongful Dismissal - ANSWER Wrongful Dismissal - A lawsuit filed in a court by an employee alleging that he or she was dismissed without proper contractual or reasonable notice. What are the three pieces of legislation regulating labor relations? - ANSWER Government Regulations of Labor Relations - The industrial relations disputes and investigation act (IRDIA) Canada Labor Code - More comprehensive than IRDIA. Canada Industrial Relations Board administers and enforces the code.
What are the 4 reasons for employees unionizing? - ANSWER 1. Economic Needs - Wages, benefits, and working conditions
- Dissatisfaction with management - Favoritism/unfair HR practices
- Social and leadership concerns - Seek a voice, represent employees, get involved
- Conditions of employment - No choice What are the 6 steps to organizing a union? - ANSWER 1. Employee/union contact - Sometimes the unions will search out workplaces. Sometime employees with seek out a union.
- Initial organizational meeting - A poll is taken to determine if people are interested in joining a union.
- Formation of in-house organizing committee: Authorization cards
- Application of labor relations board
- Receipt of certificate (credit-check or mandatory ballot) - if a minority of employees have signed on, then you have to go to a mandatory ballot.
- Certified - Elect bargaining committee and negotiations for collective agreements. What are some things that employers can and cannot do to avoid unions from organizing?
Back-to-work legislation - workers are forced to go back to work. What are three methods for resolving deadlocks and conflicts? - ANSWER 1. Mediation
- Least formal
- Facilitate the negotiation
- Voluntary process
- Conciliation
- Neutral 3rd party is brought in to keep both parties negotiating. May recommend settlement, but parties may decline.
- Mandatory in Canada before a legal strike or walkout
- Arbitration
- Outside 3rd party to investigate a dispute and imposes a binding settlement. Could be a sole party or arbitration board. Define Collective agreement - ANSWER The Collective Agreement - A binding document - lists the terms, conditions, and rules under which employees and managers agree to operate. What is the first thing employers do when employing internationally? - ANSWER First, conduct a PEST analysis to determine what environmental factors affect HRM
- Political
- Economic
- Sociocultural
- Technological What are the 4 types of international operations and what are their levels in regards to efficiency and responsiveness? - ANSWER International Corporation (Low efficiency; low responsiveness) - Domestic firm that uses its existing capabilities to move into overseas markets Multidomestic Corporation (low efficiency; high responsiveness) - Firms with independent business units operating in multiple countries. Stand-alone foreign subsidiaries. Global Corporation (high efficiency; low responsiveness) - Firm that has integrated worldwide operations through a centralized home office. See the whole world as their market. Transnational Corporation (high efficiency; high responsiveness) - Firms that attempts to balance local responsiveness and global scale (efficiency) via a network of specialized operating units. What are three methods for staffing internationally? - ANSWER 1. Expatriates, or home- country nationals - Employees from the home country who are on international assignment
- Host-country nationals - Employees who are natives of the host country
- Third-country Nationals - Employees who are natives of a country other than the home country or the host country. What are some essential training programs to prepare employees for working
