Performance Mgmt
Performance Management is a process that:
defines performance, facilitates performance and encourages performance
List at least four business challenges that increase the need for training.
Hyper-competition, Power shift to the customer, collaboration across organizational and geographic boundaries, the need to attract and retain highly qualified talent, changes in the work force, changes in technology, changes in or newly formed teams
Provide examples of information training techniques.
Lecture, conference or other form of presentation
List four things that I want to measure / desired outcomes that I want to prove as a part of training evaluation
Has a certain level or new level of skill been attained, did change actually occur, is the change a result of the training, can the change be aligned to the achievement of a positive organizational goal, can similar changes occur with new / different traninees using the same techniques
To improve employee performance following job error, what actions should be taken.
1. Progressive discipline or ideally
2. Coaching for corrective behavior
Performance Standards are a translation of
Job Requirements and Acceptable Behaviors
List three business outcomes that can be addressed by training.
Positive impact of job-related behaviors, positive impact of job performance, enhanced or better innovation, increased / improved tactical skills, improved technical skills, improved strategic knowledge, practice through training helps maintain consistency
Provide examples of training using simulation techniques.
Case studies, role playing, in-basket or other live vide simulation
List at least four techniques for evaluating training.
observation, questionnaire, interviews, self-diaries, pre/post tests, comparison of the change in metrics before and after, recording of specific gains or indicdents
What type of training or coaching does a superstar employee need?
Coaching for optional performance.
If a Manager is Walking the Floor name four things he / she is doing or observing
Looking, asking, making a list and/ or completing checklist, and follow-up on previous discussions / actions
List four types of reports or metrics that a business might have to help identify skills or service gaps that could indicate a needs for training.
Lost sales opportunities, production or other waste, production outputs, errors, gaps in quality, individual performance reviews, client feedback, contractual expectations or work specifications, skills gap test
Describe the types of the on-the-job training.
1. Orientation training 2. Apprenticeships 3. Job Rotation
Describe computer based learning.
On line learning using some form of technology as a method of delivering information and in many cases also evaluating.
Why do we coach for corrective action, gather than just recording errors and dishing our discipline?
Errors create teachable moments. Discipline may be required for work errors, but are more appropriate when work "rules" have been violated.
1. Management by Objectives is an agreement on _________
___________.
2. Develops a plan for ________ and ________ objectives should be accomplished.
3. Agreement on the __________ or _________ for evaluation.
1. Major Objectives
2. how and when
3. metrics or standards
What is a needs assessment?
Business indicators that will demonstrate a gap that can or may be addressed or improved with training,
Provide an example of adventure based learning.
Learning that is interactive and exploratory. Examples might be mountain climbing in teams where one must depend upon another to help reinforce team work.
Provide an example of a business game as a simulation technique in training
Match Game, Wheel of Fortune, Jeapordy, Role Play
_______ ________ feedback is an evaluation by the immediate supervisor, peers, subordinates, and internal / external clients.
360 Degree Feedback
Describe how an apprenticeship training works.
The apprentice observes, sometime studies written materials, and then is allowed to practice skills on the job under the supervision of a mentor