日化行業(yè)對(duì)組織內(nèi)人力資源的管理研討-文庫(kù)吧資料
2025-01-26 08:28本頁(yè)面
【正文】 foreign executive ? Language training Training For Special Purposes ? Diversity training ? Better crosscultural sensitivity ? Results examples: – Improving technical skills – Socialization – . work ethic Training For Special Purposes ? Customer service training ? Almost twothirds of . workers are in service jobs Training For Special Purposes ? Teamwork training – Outward Bound – ―Recipes for Success‖ Lifelong Learning ? Lifelong learning provides continuing training from basic remedial skills to advanced decisionmaking techniques throughout an employee’s career – New old skills alike are learned updated continuously Managerial Development ? Management development is any attempt to improve managerial performance by imparting knowledge, changing attitudes, or increasing skills with an aim to enhance the future performance of the pany itself Managerial Onthejob Training ? Job rotation ? Coaching/understudy approach ? Action learning Managerial Offthejob Training ? The case study method ? Games ? Seminars ? University programs ? Role playing ? Behavior modeling 4 steps ? In house development Do women make better managers? ? What do you think? ? Have you ever worked for a female manager? ? What are the positives? ? Negatives? Global Executive Development ? Candidates backgrounds ? Family situations ? Brief candidates on all relocation policies ? Comprehensive training ? Provide a mentor ? Establish a repatriation program Evaluating the Training Effort ? Controlled experimentation is preferred way to design a study as it has a control group which gets no training ? Measure 4 outes of the study: – Reaction – Learning – Behavior – Results Training evaluation form Multiperson Graphic Rating Scales Critical Incidents Written Essay BARS Performance Appraisal Methods 360Degree Appraisal MBO Performance appraisal methods Method Advantage Disadvantage Written essay Simple to use More a measure of evaluator’s writing ability than of employee’s actual performance Critical incidents Rich examples behaviorally Timeconsuming。 work sampling and assessment centers. Reject Error Correct Decision Accept Error Correct Decision Selection Decision Accept Reject Successful Unsuccessful Later Job Performance Selection Decision Outes Selection Devices Performance Simulations Written Tests Firing Layoffs and Attrition Transfers Reduced Workweeks Job Sharing Early Retirements Downsizing Options The Effectiveness of Interviews ? Prior knowledge about an applicant ? Attitude of the interviewer ? The order of the interview ? Negative information ? The first five minutes ? The content of the interview ? The validity of the interview ? Structured versus unstructured interviews Selection Devices (cont’d) ? Written Tests – Renewed employer interest in testing applicants for: ? Intelligence: trainable to do the job? ? Aptitude: could do job? ? Ability: can do the job? ? Interest (attitude): would/will do the job? ? Integrity: trust to do the job? – Tests must be show validated connection to jobrelated performance requirements. Selection Devices (cont’d) ? PerformanceSimulation Tests – Based on jobrelated performance requirements – Yield validities (correlation with job performance) sup
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