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Lernmaterialien für Human Resource Management an der University of Venda

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What are the steps of training as a process?
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1. Assessing training needs
2. Identifying outcomes
3. Selecting training approach 
4. Conducting the training
5. Evaluating the training
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What is rating scales?
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This is a widely used appraisal page that rates employees according to certain factors. Evaluators record their assessment of the employees performance on the scale according to a certain performance criteria. The rating scale is popular because it is simple and many employees can be evaluated quickly.
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Trained appraisers
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The individual or individuals who observe at least a representative sample of an on please job performance normally have the responsibility for evaluating employee performance. This persona is often the employees immediate supervisor.

A common fault an appraisal systems is that the supervisors do not receive enough training. The training should be I’m going to let the evaluations are accurate and consistent. The chain you should show how to read employees and how to conduct appraisal interviews. It should stress the importance of making objective and biased appraisals.
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What is transfer of learning?
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Transfer of learning refers to how much of what was learnt in the training can be taken back in use in the actual job. Can the trainee actually apply with the land to the training program back at the workplace. What is the training program effective?
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What is organisational analysis?
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Organisational analysis involves looking at the performance of the organisation as a whole. The purpose of organisational analysis is to identify major problem areas that may indicate a need for training such as accidents and injuries absenteeism high turnover of staff low productivity high labour costs and so on.
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What is learning outcomes?
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Learning outcomes describes the and competencies (knowledge, skills and attitudes) that train is expected to gain and develop during the training program they explain how employees should be able to demonstrate what they have learnt in training.
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What is job rotation?
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TESTE DEIN WISSEN
This is where and implore ye is transferred from one job to another job with in the business or organisation. Job rotation allows the employees to work through various jobs therefore giving the employee of fresh approach and giving them new challenges in keeping their interest. This training process allows employees to gain practical experience quickly.
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TESTE DEIN WISSEN
Selecting a training approach. 
What are the factors that affect Which training approach the organisation decides on?
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TESTE DEIN WISSEN
Organisational constraints. This could be money or time. 
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What is personal analysis?
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TESTE DEIN WISSEN
This involves examining the people who currently occupied the job is to see whether they possess the required competencies necessary to do the job. Personal analysis has the jewel or double purpose of determining who needs training and development as well as what skills knowledge and abilities or attitudes need to be gained or developed.
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What is task analysis?
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TESTE DEIN WISSEN
In task analysis the HR manager examine specific jobs to decide what knowledge, skills and attitudes are required to get the job done. Task analysis determines how the job should be performed, specifying the desired level of performance.
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What is identifying outcomes in terms of the training process?
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TESTE DEIN WISSEN
After completing the first step of assessing your training needs learning outcomes should be Watson down to show what the participant should be able to do after the completion of the training.
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TESTE DEIN WISSEN
Assessing training needs:

Why does an organisation provide training for their employees?
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TESTE DEIN WISSEN
They Provide training for their employees when they see a need to improve organisational performance. Or simply when employees do not have sufficient skills for the job they’re doing in the organisation feels that additional training to solve this problem.
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Q:
What are the steps of training as a process?
A:
1. Assessing training needs
2. Identifying outcomes
3. Selecting training approach 
4. Conducting the training
5. Evaluating the training
Q:
What is rating scales?
A:
This is a widely used appraisal page that rates employees according to certain factors. Evaluators record their assessment of the employees performance on the scale according to a certain performance criteria. The rating scale is popular because it is simple and many employees can be evaluated quickly.
Q:
Trained appraisers
A:
The individual or individuals who observe at least a representative sample of an on please job performance normally have the responsibility for evaluating employee performance. This persona is often the employees immediate supervisor.

A common fault an appraisal systems is that the supervisors do not receive enough training. The training should be I’m going to let the evaluations are accurate and consistent. The chain you should show how to read employees and how to conduct appraisal interviews. It should stress the importance of making objective and biased appraisals.
Q:
What is transfer of learning?
A:
Transfer of learning refers to how much of what was learnt in the training can be taken back in use in the actual job. Can the trainee actually apply with the land to the training program back at the workplace. What is the training program effective?
Q:
What is organisational analysis?
A:
Organisational analysis involves looking at the performance of the organisation as a whole. The purpose of organisational analysis is to identify major problem areas that may indicate a need for training such as accidents and injuries absenteeism high turnover of staff low productivity high labour costs and so on.
Mehr Karteikarten anzeigen
Q:
What is learning outcomes?
A:
Learning outcomes describes the and competencies (knowledge, skills and attitudes) that train is expected to gain and develop during the training program they explain how employees should be able to demonstrate what they have learnt in training.
Q:
What is job rotation?
A:
This is where and implore ye is transferred from one job to another job with in the business or organisation. Job rotation allows the employees to work through various jobs therefore giving the employee of fresh approach and giving them new challenges in keeping their interest. This training process allows employees to gain practical experience quickly.
Q:
Selecting a training approach. 
What are the factors that affect Which training approach the organisation decides on?
A:
Organisational constraints. This could be money or time. 
Q:
What is personal analysis?
A:
This involves examining the people who currently occupied the job is to see whether they possess the required competencies necessary to do the job. Personal analysis has the jewel or double purpose of determining who needs training and development as well as what skills knowledge and abilities or attitudes need to be gained or developed.
Q:
What is task analysis?
A:
In task analysis the HR manager examine specific jobs to decide what knowledge, skills and attitudes are required to get the job done. Task analysis determines how the job should be performed, specifying the desired level of performance.
Q:
What is identifying outcomes in terms of the training process?
A:
After completing the first step of assessing your training needs learning outcomes should be Watson down to show what the participant should be able to do after the completion of the training.
Q:
Assessing training needs:

Why does an organisation provide training for their employees?
A:
They Provide training for their employees when they see a need to improve organisational performance. Or simply when employees do not have sufficient skills for the job they’re doing in the organisation feels that additional training to solve this problem.
Human Resource Management

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