Example: Using software to practice
After hiring people, a company still needs to give operating a virtual cash register.
them training to make sure their knowledge,
skills, and abilities match what their jobs require. 5. Vestibule Training – Training on real
Even if someone is very qualified, it doesn’t equipment but outside the actual
mean they already know everything about the workplace.
job. Most employees still need some extra Example: Factory workers practice
training to do their work in the best way possible using machines in a training room
before working on the production floor.
Training helps employees improve how they
work by teaching them new skills or shaping 6. Programmed Instruction – Learning
their attitude and way of thinking. It doesn’t step-by-step using self-paced materials
happen just when they first get hired — it also or technology.
takes place whenever their job changes or when Example: Completing an online course
they need to learn new things to do their work that gives lessons and quizzes in order.
better.
Internship is short-term work experience to gain CAREER PLANNING AND DEVELOPMENT
practical skills and exposure.
Career planning and development means
Apprenticeship is a paid training program helping both employees and the organization
combining work and study to master a trade or grow together. When workers, including
profession. managers, get chances to learn and improve,
the whole company becomes better.
Job rotation is moving employees across
different roles to broaden skills and experience. A career is basically all the work experiences a
person has throughout their life.
Here’s a simpler version of the six off-the-job
training techniques with examples: Career stages are the steps people go through
in their work life —
1. Classroom Lectures – Learning
through lessons or talks by an instructor. In the establishment stage, a new worker
Example: A trainer explains safety rules starts a job. They may have the skills but don’t
in a class setting. yet fully understand how the organization works.
So, they often work closely with older or more
2. Videos and Films – Watching videos experienced employees to learn the ropes.
that teach certain skills or ideas.
Example: Employees watch a video In the advancement stage, the worker wants to
showing how to handle customer grow, take on more responsibility, and use their
complaints. skills better. At this point, they can work more
independently and share their own ideas. They
3. Simulation Exercises – Practicing real can move up in their current company or find
job situations in a safe setting. new opportunities in another organization.
Example: A team role-plays solving a
problem like in real work. In the maintenance stage, the worker usually
stays steady in their career. They might keep
4. Computer-Based Training – Learning improving and achieving more, or they might just
through programs or apps on a maintain their current level of success.
computer. Sometimes, they need to change jobs to keep
growing, but it can be harder to make big career Ako explain ng individual task, behavior, traits
changes at this stage.
METHODS OF PERFORMANCE APPRAISAL
Here’s a simple explanation:
Here’s a simple explanation:
In the maintenance stage, many workers reach
a point called a career plateau, where they Absolute standards mean that employees are
have little chance to get promoted or move up in rated based on set standards, not by comparing
their job. This can happen because of company them to others. It includes different methods like
limits or personal reasons. essay appraisal, critical incident appraisal,
checklist, rating scale, forced choice, and
There are three types of career plateaus: behaviorally anchored rating scales.
1. Structural plateau – when there are no a. Essay Appraisal – The evaluator writes a
more higher positions available in the short report about the employee’s work,
company, so the person must move to describing their strengths, weaknesses, and
another organization for new suggestions for improvement.
challenges.
● Advantage: It shows the employee’s
2. Content plateau – when someone unique qualities.
knows their job very well but feels bored
doing the same tasks every day. ● Disadvantages: It takes a lot of time,
depends on the evaluator’s writing skills,
3. Life plateau – when a person feels lost and can be subjective or unfair.
or less confident because they no longer
feel successful in their career.
b. Critical Incident Appraisal – The evaluator
records specific examples of very good or very
Career plateaus can lower job performance, but poor performance by the employee. These
good leaders can help by understanding each examples, called critical incidents, are used to
worker’s needs. They can give employees new judge how well the employee is doing overall.
roles or tasks (lateral growth) to keep them
motivated even if promotions aren’t available. Checklist – In this method, the evaluator is
given a list of statements or behaviors and
The retirement stage is that stage when formal checks the ones that match the employee’s
preparation for retirement is made. The performance.
individual learning to accept a reduced role and
less responsibility. Depending on the individual Adjective Rating Scale (or Graphic Rating
this can be either a positive or a highly upsetting Scale) – This method lists important traits
stage of one's career. needed for the job, such as teamwork, reliability,
or communication skills. For each trait, the
PERFORMANCE APPRAISAL evaluator rates the employee’s performance on
a scale — for example, from poor to excellent.
Performance appraisal is an important part of
managing employee performance. It means Here’s a simple explanation:
checking how well employees are doing their
jobs, talking to them about their results, and c. Forced-Choice Appraisal – In this method,
finding ways to help them do even better. the evaluator must choose between two or more
statements that describe the employee’s
behavior. They pick the one that best fits how
the employee usually acts. These statements 1. Goal Setting – The employee and
are often ranked from most to least accurate. supervisor set clear, specific goals that
This method can be used by supervisors, match the organization’s objectives.
coworkers, or even subordinates to give These goals will be used to measure
feedback. performance.
d. Behaviorally Anchored Rating Scale 2. Action Planning – They create a
(BARS) – This method rates employees based realistic plan or steps to reach those
on specific behaviors linked to job performance. goals.
Each trait (like teamwork or communication) is
shown with clear examples of what good, 3. Self-Control – The employee regularly
average, or poor performance looks like. The checks their own progress to stay on
evaluator then selects the behavior that best track.
matches how the employee performs.
4. Periodic Reviews – The supervisor and
Relative standards are appraisal methods that employee meet from time to time to
compare employees with one another instead of discuss progress and decide if changes
using fixed standards. or improvements are needed.
● Group Order Ranking – Employees are
sorted into groups, such as the top 20%, ERRORS IN PERFORMANCE
middle 60%, and bottom 20%, based on APPRAISAL
performance.
● Individual Ranking Method – The Errors in Performance Appraisal happen
evaluator ranks all employees from best when evaluations are not fair or accurate. To
to worst. However, it doesn’t show how make performance appraisals effective, these
big or small the differences between mistakes should be recognized and avoided.
them are.
● Halo Error – This happens when the
● Paired Comparison – Each employee evaluator gives high (or low) ratings in
is compared with every other employee all areas based on one strong overall
in pairs, and the evaluator chooses who impression.
performs better in each pair. This Example: If a teacher did very well on a
method is fair but can take a lot of time if board exam, the evaluator might
there are many employees. assume they are excellent in all areas,
even without proof.
Here’s a simple explanation:
● Leniency Error – This happens when
Objectives (Management by Objectives or the evaluator gives everyone high
MBO) – This method evaluates employees scores, even if not all deserve it.
based on how well they achieve specific goals ● Central Tendency Error – This
that are agreed upon by both the supervisor and happens when the evaluator rates
the employee. It connects the organization’s almost everyone as “average,” avoiding
goals with each person’s goals. giving very high or very low scores. This
makes it hard to see who is actually
The four steps of MBO are: performing well or poorly.
● Recency Error – This happens when
the evaluator judges an employee
mainly based on their most recent
actions instead of their performance
over the whole period. For example, if
an employee did very well last week but
poorly before, the rater might unfairly
give a high score.
● Personal Bias Error – This happens
when the evaluator’s personal likes,
dislikes, or prejudices affect their rating.
Example: A supervisor gives a higher
score to someone from their own
fraternity or treats someone unfairly
because of their age or gender.
REWARDS
Membership-based rewards are rewards given
to all employees no matter how well they
perform. These can include things like:
● Cost-of-living raises
● Benefits (like health insurance)
● Salary increases based on experience,
time in the job, education, or potential
(for example, earning a degree or MBA)
These rewards focus on being part of the
organization rather than individual performance.