MANA 444 - Midterm Definitions Exam Study Questions and Answers Graded A 2024
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MANA 444
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Concordia University (
)
Performance Management - The process of establishing performance goals and designing interventions and programs to motivate and develop employees to improve their performance.
SMART Goals - Goals that are specific, measurable, attainable, relevant, and have a time frame.
Training - Formal and...
MANA 444 - Midterm Definitions Exam
Study Questions and Answers Graded A
2024
Performance Management - The process of establishing performance goals and
designing interventions and programs to motivate and develop employees to improve
their performance.
SMART Goals - Goals that are specific, measurable, attainable, relevant, and have a
time frame.
Training - Formal and planned efforts to help employees acquire knowledge, skills, and
attitudes to improve performance in their current job.
Development - Formal and planned efforts to help employees acquire knowledge, skills,
and attitudes required to perform future job responsibilities.
Human Capital - The knowledge, skills, and attitudes of an organization's employees.
Social Capital - The social resources that an individual obtains from participation in a
social structure.
Work Engagement - A positive, fulfilling, work-related state of mind that is characterized
by vigour, dedication, and absorption.
Skills Mismatch - An insufficient number of workers with the skills needed are available
to satisfy the number of available jobs.
Work-Integrated Learning - Providing students with work experience through
internships, apprenticeships, and cooperative placements.
Training Bond - A contract between the employer and employee that states that the
employer will pay for the employee's training as long as the employee remains with the
organization for a minimum period of time following completion of the training program.
Strategy - An organization's objectives and action plans for realizing its objectives and
gaining a competitive advantage.
Strategic Human Resource Management (SHRM) - The alignment of Human Resources
practices with an organization's business strategy.
Strategic Training and Development (ST&D) - The alignment of an organization's
training needs and programs with an organization's strategy and objectives.
, Organizational Culture - The shared beliefs, values, and assumptions that exist in an
organization.
High-Performance Work System (HPWS) - An integrated system of human resource
practices and policies that usually includes rigorous recruitment and selection
procedures, performance contingent incentive compensation, performance
management, a commitment to employee involvement, and extensive training and
development programs.
Instructional Systems Design (ISD) Model - A rational and scientific model of the
training and development process that consists of a needs analysis, training design and
delivery, and training evaluation.
ADDIE - Analysis, design, development, implementation, and evaluation.
Learning - The process of acquiring knowledge and skills, and a change in individual
behaviour as a result of some experience.
Workplace Learning - The process of acquiring job-related knowledge and skills through
formal training programs and informal social interactions among employees.
70-20-10 Model - Seventy percent of workplace learning comes from on-the-job
experiences, 20 percent from interactions with others, and 10 percent from formal
learning activities and events.
Informal Learning - Learning that occurs naturally as part of work and is not planned or
designed by the organization.
Formal Learning - Learning that is structured and planned by the organization.
ACT Theory - Learning takes place in three stages that are known as declarative
knowledge, knowledge compilation, and procedural knowledge or proceduralization.
Resource Allocation Theory - Individuals possess limited cognitive resources that can
be used to learn a new task.
Declarative Knowledge - Knowledge, facts, and information.
Knowledge Compilation - Integrating tasks into sequences to simplify and streamline the
task.
Procedural Knowledge - The learner has mastered the task and performance is
automatic and habitual.
Learning Style - The way in which an individual prefers to learn.
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