Incentives that are not permanently tied to an individuals base pay are easier to manage
in terms of budgets when performance declines.
The transfer of learning back to the job is critical for successful training, and activities
conducted before, during and after the training can facilitate the transfer.
A “qualified” rater includes an internal or external customer who is the recipient of the
performers products or services.
Uniform allowances and merit increases are examples of fringe compensation.
When training a police officer how to use a gun, it is best to use spaced practice and
focus on overlearning.
Collective bargaining occurs when representatives of a labor union meet with
management representatives to determine employees wages and benefits, to create or
revise work rules, and to resolve disputes or violations of the labor contract.
The critical incident technique (CIT) is an example of a quantitative method.
One of the highlights of the Workers Compensation law applying to employees is that a
petition for benefits must usually be filed within a year of the original decision.
Know-how, problem solving, and accountability are the three major factors within the
Hay plan. The impact of the job on end results is one of the sub factors of know-how.
The goal of the assessment phase is to examine whether the training program has been
effective in meeting the stated objectives.
Failure to follow organizational policy or procedure is one of the reasons a company
may choose to terminate an employee.
Primary boycott refers to the union trying to induce third parties, such as suppliers and
customers, to refrain from any business dealings with an employer with whom it has a
dispute.
Weighted application blanks use qualitative data to help make decisions regarding the
likelihood that an applicants response will be significantly related to higher
performance on the job.