1. What is training (what is its focus?) and how does it differ from employee development?

HEALTH CLASS

Need Help Writing an Essay?

Our team of talented writers is ready to assist. We offer essay writing help in over 75 disciplines, ensuring a convenient and comprehensive solution for all your academic needs!

Get Help Now!

1. What is training (what is its focus?) and how does it differ from employee development?

2. What are some of the Strategic purposes for which organizational training and development are done?

3. In order for an organization to have a clear plan for what kind of training it needs to do, and of the goals and objectives of that training, it needs to do a needs assessment, and must establish training objectives and priorities.

4. What are the four (4) main types of training? What is the focus of Job/Technical Training?

5. Strategies for Training: What is the Practice/Feedback approach to learning? What is the Behavioral Modeling approach to learning?

6. Internal and External Training: What are some of the advantages of External Training?

7. What is the ROI (Return on Investment) approach to evaluating the impact and effectiveness of training programs?

8. How can evaluation improve the quality, impact, and cost effectiveness of training?

9. Give one (1) example of a type of Ongoing Training and Development.

10. What are the general objectives of Ongoing Training and Development?

11. Career Planning: How does Career Planning differ from Training? How does it focus on the individual workers’ and the organization’s future needs as opposed to the needs for competence in a worker’s current job?

12. What is the purpose of Health Care Organizational Development?

13. What is Organizational Viability and why is it one of the key subjects of Health Care Organizational Development?

14. Why is Team Building a critical and relevant subject of Organizational Development?

15. What is Succession Planning and what are some of its benefits for the organization?

16. Performance Management is a coordinated system of organizational activities: What are the key activities, and what are the main purposes of Performance Management?

17. What is the relationship of Performance Management to Performance Appraisal? How are they different?

18. Job Criteria and Performance Standards: What do these 2 terms mean, how do they relate to each other, and why are they critical to having an objective and relevant Performance Appraisal process for your employees?

19. What is a Performance Appraisal, and what two (2) key purposes of the Performance Appraisal?

20. Who conducts Performance Appraisals – what combinations of managers and employees may be involved in conducting Performance Appraisals/Evaluations?

21. What is the difference between Supervisory Rating of Subordinates, Team/Peer Ratings, and a MultiSource or 360 Degree Rating of employee performance?

22. What some of the key Tools/Methods used for Performance Appraisal?

23. What is a Graphic Rating Scale? What are its limitations?

24. How do Behavioral Rating Scales correct for problems with Graphic Rating Scales as accurate and objective ways of appraising employee performance?

25. What is the Critical Incident Method?

26. Be able to describe two (2) reasons why employees and managers are critical of Performance Management, and especially the Performance Appraisal process?

27. What are Rater Bias and Rater Errors, and why do they raise questions about the objectivity, utility, and relevance of Performance Appraisals/Evaluations?

28. What is the Halo Effect, and how may that affect the accuracy of a Performance Appraisal?

29. Be able to describe two (2) critical elements of a successful Performance Appraisal.

30. Be able to describe one (1) situation in which a Performance Appraisal has the potential to turn into a negative experience, and into a potentially destructive and destabilizing event for the employee and the organization. In such a situation, what is one way to turn this around?