1-162 of 162
reaction measures, learning measures, behavioral measures, results measures
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Describe the interdependency of the criteria used in evaluation.
-decide what type of training will be the most successful. It also helps you determine
what content modules to use, for which audience. It helps you identify any underlying
,issues that need to be addressed
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A needs asssesment will help you
a ranking approach where the rater is forced to divide canidates into predetermined
categories (top 10% will receive excellent, bottom 20% will receive unsatisfactory
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Forced Distribution
Remain productive in work
Maintain self-esteem, have opinions valued at work
Shift from power role to one of consultation, guidance, wisdom
Contribute to career development of others at earlier stages (e.g., mentoring)
Prepare for rewarding retirement by beginning to establish self in activities outside
the organization
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What is the key element of later career stage?
measureable results on the merits that matter for your workforce (for example,
customer coversions, customer retention or employee retention) should highligh
where more skills training is needed
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, performance data
-develops people for the future
-"try this"
-developing others, empathy, self awareness
-style works best to help an employee improve performance or develop long-term
strength
-impact on climate is positive
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Coaching Leadership Style
-A life-cycle theory of leadership postulating that a manager should
consider an employee's psychological and job maturity before
deciding whether task performance or maintenance behaviors are
more important.
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Hersey and Blanchard's situational theory
Sell more (introduce bonus scheme, simplify sale admin, advertise, offer discounts)
Produce More (introduce pay for production scheme, reorgaize production layout,
introduce flextime, invest in new machinery)
Waste Less (imporove production process, use better materials, invest in technology,
hire more qualified people)
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Training Alternatives
translates to "let do" or "let them do it" which reflects a leadership style that is very
hands off and belief that the subordiantes will self regulate
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Laissez-fair
Leave most decisions to employees
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Free-Rein Leadership
plan -performance agreement (role definition, objectives,
competencies, development plan)
ACT -performance and development activities (carry out role,
implement development plan)
Monitor- manage performance throughout the year (monitor
performance, provide continious feedback, provide coaching, deal
with under performerss)
Review- joint analysis of performance (dialogue and feedback, agree
strengths, build on strengths, agree areas for improvement)
Give this one a try later!
reaction measures, learning measures, behavioral measures, results measures
Give this one a try later!
Describe the interdependency of the criteria used in evaluation.
-decide what type of training will be the most successful. It also helps you determine
what content modules to use, for which audience. It helps you identify any underlying
,issues that need to be addressed
Give this one a try later!
A needs asssesment will help you
a ranking approach where the rater is forced to divide canidates into predetermined
categories (top 10% will receive excellent, bottom 20% will receive unsatisfactory
Give this one a try later!
Forced Distribution
Remain productive in work
Maintain self-esteem, have opinions valued at work
Shift from power role to one of consultation, guidance, wisdom
Contribute to career development of others at earlier stages (e.g., mentoring)
Prepare for rewarding retirement by beginning to establish self in activities outside
the organization
Give this one a try later!
What is the key element of later career stage?
measureable results on the merits that matter for your workforce (for example,
customer coversions, customer retention or employee retention) should highligh
where more skills training is needed
Give this one a try later!
, performance data
-develops people for the future
-"try this"
-developing others, empathy, self awareness
-style works best to help an employee improve performance or develop long-term
strength
-impact on climate is positive
Give this one a try later!
Coaching Leadership Style
-A life-cycle theory of leadership postulating that a manager should
consider an employee's psychological and job maturity before
deciding whether task performance or maintenance behaviors are
more important.
Give this one a try later!
Hersey and Blanchard's situational theory
Sell more (introduce bonus scheme, simplify sale admin, advertise, offer discounts)
Produce More (introduce pay for production scheme, reorgaize production layout,
introduce flextime, invest in new machinery)
Waste Less (imporove production process, use better materials, invest in technology,
hire more qualified people)
, Give this one a try later!
Training Alternatives
translates to "let do" or "let them do it" which reflects a leadership style that is very
hands off and belief that the subordiantes will self regulate
Give this one a try later!
Laissez-fair
Leave most decisions to employees
Give this one a try later!
Free-Rein Leadership
plan -performance agreement (role definition, objectives,
competencies, development plan)
ACT -performance and development activities (carry out role,
implement development plan)
Monitor- manage performance throughout the year (monitor
performance, provide continious feedback, provide coaching, deal
with under performerss)
Review- joint analysis of performance (dialogue and feedback, agree
strengths, build on strengths, agree areas for improvement)
Give this one a try later!
