Job Analysis
Selection
Selection
What is a statement that describes the job and the conditions under which it will be performed
Job description
What do we need to include in every step of training?
What is Organizational Citizenship Behavior
Positive behaviors that go beyond core tasks
Two types of rewards
Components of Job Attitudes
ABC
Affective
Behavioral
Cognitive
Demographic, Gig economy, Globalization, Technology, Big Data, Ethical and CSR
Describe the training cycle
1. Training needs analysis
2. Training design
3. Training evaluation
What is a 360-degree assessment and key to sucess in implementing it
Feedback from everyone (self, subordinates, supervisors, peers, clients)
Key success factors: Trust in system & anonymity
attract, motivate, retain
increase productivity, job satisfaction, OCB
decrease absenteeism, turnover, CWB
One of the most important thing to do before selecting anyone to our company (after job analysis and recruitment)
Realistic job preview
Analyze, design, development, implement, and evaluation
Key issue of defining work performance
Performance is multifaceted
Criterion deficiency
Criterion contamination
What are examples of nonmonetary incentives and rewards?
Components of Big Five Personality
OCEAN
What information would you gather in doing job analysis?
Explain transfer of training
Transfer relevant KSAOs to the job tasks
Ways to do performance improvement
Goal setting, two-way communication, ask for self-assessment, coach employees, deal with poor performers
Discuss some elements of total rewards system
Employee development, meaningful work, variable pay, base pay, recognition, well-being, trusting leadership, benefits, etc
Describe 3 selection methods
Interview, ability test, personality test, assessment centers, situational judgment test,
4 tips to improve training processes
Participation
Repetition
Transfer of training
Feedback
Explain biases and other related things to consider when assessing employee performance
:)
Explain expectancy theory
Individual effort - a -> Individual performance - b -> organizational rewards - c -> Individual goals
a: expectancy
b: instrumentality
c: valence