What are the three major steps (from class) in the process? 

1. Needs Assessment/Readiness for Training
    
2. Plan and Implement the Training Program
    
3. Evaluate the Results of the Training Program

Needs Assessment:

What three lenses does this look through? What question does it ask of each lens?

Voluntary Benefits: Retirement Plans

Types? Difference?

Cash Balance Plan: Retirement plan in which the
employer sets up an individual account for each employee and contributes a percentage of the employee’s salary; the account earns interest at a predefined rate.

Contributory Plan : Retirement plan funded by contributions from the employer and employee.

Coordination Training : Team training that teaches the team how to share information and make decisions to obtain the best team performance.

Noncontributory Plan: Retirement plan funded
entirely by contributions from the employer.

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Defined Benefit Plan: Pension plan that guarantees a
specified level of retirement income.

Defined Contribution Plan: Retirement plan in which
the employer sets up an individual account for each
employee and specifies the size of the investment into
that account.

Employee Retirement Income Security Act
(ERISA): Federal law that increased the responsibility
of pension plan trustees to protect retirees, established
certain rights related to vesting and portability, and created
the Pension Benefit Guarantee Corporation.

Vesting Rights: Guarantee that when employees become
participants in a pension plan and work a specified number
of years, they will receive a pension at retirement age,
regardless of whether they remained with the employer.

Voluntary Benefits: Medical Insurance 

Consolidated Omnibus Budget Reconciliation Act
(COBRA) : Federal law that requires employers to permit
employees or their dependents to extend their health
insurance coverage at group rates for up to 36 months
following a qualifying event, such as a layoff, reduction in
hours, or the employee’s death.

Health Maintenance Organization (HMO): A health
care plan that requires patients to receive their medical
care from the HMO’s health care professionals, who are
often paid a flat salary, and provides all services on a
prepaid basis.

Preferred Provider Organization (PPO): A health
care plan that contracts with health care professionals to
provide services at a reduced fee and gives patients financial incentives to use network providers.

Flexible Spending
Account: Employee-controlled pretax earnings set
aside to pay for certain eligible expenses such as health care expenses during the same year.

Employee Wellness Program (EWP): A set of
commu nications, activities, and facilities designed to
change health-related behaviors in ways that reduce
health risks.

Needs Assessment:

Climate Indexes Examples

Needs Assessment:

Efficiency Indexes Examples

 •Downtime, waste, late deliveries, repairs

1. Climate Indexes
2. Efficiency Indexes

1. Performance appraisals
2. Work sampling
3. Asking if the employees are ready for training

What Employee Benefits Are Required by Law?

1. Should be measureable ("By the end of the course...")
2. Must state what the employee is expected to due by the end of the training (e.g. "employee will be able to perform...")
3. A statement of the quality level of performance that is acceptable (e.g. "at least 5 of the 7 tasks")
4. Should identify any resources required "utilizing the company's inventory management system."

Organizational Pay Plans

Profit-sharing and employee stock ownership plans:

Definition, Pros, and Cons:

On the Job Training

Pros:

• High trainee motivation (training is relevant)

Cons

• Lack of knowledge base - employee will not be able to perform well while in training (haphazard) 

Group Bonus

Examples, Pros, and Cons:

Audio Visual Training

Pros:

• Can reach a large audience at one time

Cons:

• Must be regularly updated

Individual Pay Incentives

Pros and Cons:

Classroom Instruction

Pros:

• Reaches a large audience at one time

Cons:

• Risk of loosing attention/engagement of trainees (learners are passive)

Definition, Pros, and Cons:

Computer Based Training

Computer mediated individualized instructional method that provides content online and assesses learning or performance in real-time.  Material is adapted for the needs of the learner.  

Pros:

• It's convenient

Cons:

• It's very expensive to develop

• Performance measures are linked to the organization’s    goals.

• Employees believe they can meet performance                standards.

• The organization gives employees the resources they      need to meet their goals.

• Employees value the rewards given.

• Employees believe the reward system is fair.

• The pay plan takes into account that employees may      ignore any goals that are not rewarded.

Fair Labor Standards Act (FLSA)

What is It?

Who's Covered?

Federal law that

establishes a minimum wage and requirements for overtime

pay and child labor.

Jobs coverd by FLSA-> non-exempt

Not covered by FLSA -> exempt

For most employees, whether they are exempt or nonexempt depends on (a) how much they are paid, (b) how they are paid, and (c) what kind of work they do.

Most employees are entitled to overtime pay under the Fair Labor Standards Act. They are called non-exempt employees.

Exempt Employees: Managers, outside salespeople, and

any other employees not covered by the FLSA requirement

for overtime pay.

The lowest amount that employers may pay under federal or state law, stated as an amount of pay per hour.

Another requirement of the FLSA is that employers must pay higher wages for overtime,

defined as hours worked beyond 40 hours per week. The overtime rate under

the FLSA is one and a half times the employee’s usual hourly rate, including any

bonuses and piece-rate payments

Definition, Pros, and Cons:

Simulations

Pros:

• Very effective for transferring to real life situation

Cons:

• Very expensive to develop 

Pros and Cons:

Business Games and Case Studies for Training

Pros:

• Real world training amterials resemble job tasks

Cons:

• Time consuming

Definition, Pros, and Cons:

Behavior Modeling for Training

Pros:

• The trainee is active in the learning process

Cons:

• Trainees may not take it seriously

Benchmarks & Benchmarking

def & why

Benchmarking: A procedure in which an organization

compares its own practices against those of successful

competitors.

Benchmarks: A measurement tool that gathers ratings

of a manager’s use of skills associated with success in

managing.

Why company does it: These

provide information about the going rates of pay at competitors in the organization’s

product and labor markets.

Definition, Pros, and Cons:

Experiential Programs & Team Training

Often outdoor experiential programs, allowing an intact team to work together on a non-work task. 

Pros:

• Teambuilding opportunity

Cons:

• May be too physically demanding for some team members

Sets of jobs having similar worth or content,

grouped together to establish rates of pay.

Definition and Cons:

Action Learning

A set of possible pay rates defined by a

minimum, maximum, and midpoint of pay for employees

holding a particular job or a job within a particular pay

grade.

The pay policy resulting from job structure

and pay level decisions that helps the organization achieve goals related to employee motivation,

cost control, and the ability to attract and retain talented human resources. it is

rather than the amount a particular employee earns.

1. Trainee satisfaction
2. Return on Investment
3. Performance Management
4. New skills, knowlege
5. Transfer of training

Job Evaluation:

Ranking method

Job classification method

Point factor system

   rankng method (used by many small firms): select compensable factor; several raters rank all jobs(difficulty, eudcation, etc);  combine the rankings by averaging them; group similarily rated jobs into pay grade. 

job classification method (US govt) : select compensable factor; develop descriptions for a specified number of grades in terms of the compensable factors; review all jobs and slot each job into appropriate grade. 

Point Factor System (many big companies): select compensable factors; rate each job on each factor; total the number of points for each job; group similarly rated job into pay grade.

internal equity (w/in company):1. determine the relative worth of each job (job evaluation);2. group similar jobs into pay grades.

External Equity(w/in the industry): develop rate ranges for each pay grade.

individual/ job equity (between specific people): 1.assign each employee a pay rate w/in the range establisehd the person's job

What are the primary purposes of performance appraisal? (hint: there's two categories)

Involves the Identification, Measurement, and Management of human performance in organizations

Base pay vs. pay incentives vs. benefits

Base pay: the foundation of the wage an employee is going to receive based on either hour, piecework, etc.

Pay incentives:  a method of paying the employee's behavior, such as sales commission; 

Benefits: 

1. fair labor standard act(FLSA) of 1938

. exemp / non-exempt employees

. minimum wage

. overtime 

2. Equal Pay Act of 1963--amended FLSA

.equal pay for substaintially equal jobs in terms of skill, effort, responsibility, working condition.

 The pay policy resulting from job structure

and pay level decisions.

The average amount (including wages, salaries,

and bonuses) the organization pays for a particular job

The relative pay for different jobs

within the organization.

Relative vs. Absolute Judgements

Pros and Cons?

Relative - How you are judged next to your peers (e.g. rank order)

Pros:

Pro: Good for employement decisions you can't make for everyone, like layoffs.

Con: It can make the top person feel like they don't have to improve, because they're the top.

Absolute - You are judged based off your own personal best, not in comparison to others. (e.g. you and your co-worker might both get a rating of 5/5)

Pro: They are easier to defend from a legal perspective

Con: Can make decisions like layoffs difficult

Trait Scales

(or Rating Scales)

Example given for one dimension of the work performance of a corporate loan assistant

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Criterion Deficiency:

Something done on the job that isn't reflected in the performance review

e.g. you studied the study guide really hard, but were tested on content that wasn't on it.

Criterion Contamination:

Something on the performance review that isn't true about actual work.

e.g. on a test, you wrote the right answer, but prof. marked it wrong.

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Rater's Cognitive Errors:

Halo Error

Rater's Cognitive Errors:

Restriction of Range

Rater's Cognitive Errors:

Primacy and Recency Effects

Primacy = first impressions matter

Recency = what has happened most recently really matters when trying to recall

Rater's Cognitive Errors:

Actor/Observer Bias

We say different things about why we messed up than we do about why others messed up.

(e.g. I was just stressed that day vs wow they must really be dumb)

(e.g. I got an A because I worked hard, they got an A because they got lucky)

Rater's Cognitive Errors

Liking

What is 360 Degree Feedback?

Who's Involved?

A review that is done by multiple sources.

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