1. Development and performance feedback What is the difference between training and development? Training refers to education that takes place on the job, while development takes place in the classroom. There is no difference between training and development Training usually refers to teaching operational or technical employees how to do the job for which they were hired, while development refers to teaching professional skills that may be needed in the future. Training is conducted by a supervisor, while development is conducted by a professor. "They were very subjective," says Ms. Giraldo, who is now a nurse manager in the intensive care unit at L.I.J.M.C. She was often graded on intangibles like how well she worked with others, which Ms. Giraldo says were important but open to interpretation. But three years ago her hospital implemented a new computer-based performance system that broke her job description down into quantifiable goals such as to keep infection rates for her unit low and patient-satisfaction scores high. When review time came, the discussion didn't dwell on how she had performed-either she had hit the goals or she hadn't. It's the same sort of hard-facts review system that many organizations in the U.S. are adopting. And it's changing the way companies and professionals view success and how to get ahead in a career. The new performance management system at the Long Island Jewish Medical Center (L.I.J.M.C.) was specifically designed to address which of the following problems with traditional performance reviews? Traditional performance reviews are unfair to minorities. Performance reviews are done too often. O Performance reviews are too subjective. O Managers cannot complete traditional performance reviews on time. Which of the following problems might occur with the new performance appraisal system at L.IJ.M.C.? Check all that apply. Which of the following problems might occur with the new performance appraisal system at L.I.J.M.C.? Check all that apply. Infection rates might be different in different parts of the hospital. The new goals in the performance appraisal system are more subjective than the old goals. The hospital might not get a representative sample of patient satisfaction ratings. More dissatisfied than satisfied patients might fill out the surveys. An employee may bend the rules if a patient complains about a stringent treatment protocol, because the employee wants a good review from the patient. likely to occur when managers evaluate employees according to the specific traits and Errors, such as halo error and recency error, are characteristics they possess The 360-degree feedback performance appraisal system tries to improve performance ratings by forcing managers to: Include information from a wide variety of sources in their reviews Compare employees O Rate employees according to their actions, not their traits Rate employees using intuition