A learning system that requires employees to understand the entire work process and expect them to acquire new skills, apply them on the job and share what they have learned with other employees.
What is Continuous Learning?
100
employee characteristics that provide them with the desire, energy and focus necessary to learn from training.
What is readiness for training?
100
the use of information by employees to determine their career interests, values, aptitudes, and behavioral tendencies.
What is self assessment?
100
organizations use of an outside organization for a broad set of services.
What is outsourcing?
100
Practice of using quantitative methods and scientific methods to analyze data from human resource database sand other data sources to make evidence based HR decisions.
What is workforce analytic?
200
Knowledge that is well documented, easily articulated, and easily transferred from person to person.
What is Explicit Knowledge?
200
process through which managers ensure that employees’ activities and outputs are congruent with the organizations goals.
What is performance management?
200
peer or manager who works with an employee to motivate, develop skills, and provide reinforcement and feedback.
What is coaching?
200
demonstration that human resources practices have a positive influence on the company’s bottom or key stakeholders.
What is evidence based HR?
200
extent to which a performance measure assesses all the relevant aspects of job performance.
What is validity?
300
Planned effort by a company to facilitate learning of job related competencies, knowledge, skills and behaviors by employees.
What is training?
300
identifying the important tasks and knowledge, skills and behaviors that need to be emphasized in training for employees to complete their tasks.
What is task analysis?
300
moving a single individual from one job to another
What is job rotation?
300
pattern of planned human resource deployments and activities intended to enable an organization to achieve its goals.
What is SHRM?
300
process by which an organization attempts to identify applicants with the necessary KSAO that will help it achieve its goals
What is selection?
400
determining the business appropriateness of training, given the company’s business strategy, resources available and support.
What is organizational analysis?
400
process for determining whether employees need training, who needs training, and whether employees are ready for training.
What is person analysis?
400
Moving an employee to another location of department.
What is job transfer?
400
giving employees the responsibility and authority to make decisions.
What is empowering?
400
giving employees online access to HR information.
What is self-service?
500
personal knowledge based on individual experiences that make it difficult to codify.
What is tacit knowledge?
500
- Self-efficacy
- Benefits/consequences of training
- Awareness of training needs
- Work environment
- Basic skills
- Goal orientation
- Conscientiousness
What are components that affect readiness for training?
500
formal education, job experiences, relationships and assessment personality and abilities that help employees prepare for the future.
What is development?
500
systematic planned strategic effort by a company to use bundles of human resource management to attract, retain, develop and motivate highly skilled employees and managers.
What is talent management?
500
degree to which the validity of a selection method established in one context extends to other contexts.