ILPPA

Impact on Learning through Pre-Post Assessment (ILPPA)

Career and Technical Education, Business Education
CATE 4013: Teaching Strategies
University of Arkansas
Jordan Stokes

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I. Unit Context
Farmington is a city located in Northwest Arkansas and is part of Washington County. According to the
2010 census, Farmington has a population of 5,974 people. The student population at the high school represents
about 643 of Farmingtons total population. Population was expected to increase to 6, 477 in 2014 which is an
8.4% increase. The 2010 census also states that 90.2% of the population is white, 5.9% is Hispanic or Latino,
1.2% is African American, 1.1% is American Indian or Alaska Native, 1.2% is Asian, and 0.1% is Native
Hawaiian or other Pacific Islanders. The median household income between 2009-2013 was $47, 241. The
percent of people living below poverty level in that same timespan was 9.9% of total population in Farmington.
Farmington Public Schools budgeted $25,819,010 of total expenditures for the 2013-2014 school year.
The average salary of a teacher in the district was $49, 903, which is actually higher than the average salary of a
teacher in the state of Arkansas. However, the districts average expenditure per student is lower than the states.
The districts expenditure is $7, 679 compared to the states $9, 457. Thats almost another $2,000 which is very
interesting.
Farmington High School has interesting facts as well. Farmington High School has 643 students
enrolled. Of those students, 91% are white, 5% are Hispanic, 3% are African American, and 1% is American
Indian or Alaskan Natives. Of the student population in the entire district, 40.67% are eligible for eating free
and reduced lunch. There are multiple types of elective courses students can take, including journalism, art,
music, agriculture classes, family and consumer classes, and Business and Computer Technology classes. At
Farmington High School, there are several different Business Education classes. There are management classes,
accounting classes, marketing classes, digital communication classes, EAST classes, and more. However, there
are only four teachers who teach these classes in the high school. In each business course, the state requires that
you have no more than 25 students in the class. In all of a teachers classes, the max number students by law is
150. These students grade levels range from 10th grade to 12th grade.
I have selected the 4B Management course to plan for a unit of instruction. This is a class that has a
variety of 10th-12th grade students. The class has 22 total students, 12 female and 11 male. They are all
Caucasian, and 3 of the students have IEPs. It is important for me to understand and be aware of my students so
that I can plan accordingly and help each student learn to their highest potential.

II. Design for Instruction

Learning Goals
The unit of instruction I have planned for is part of unit 7, Human Resource Management, from the
Arkansas curriculum frameworks for Management. This unit is a detailed unit that should take a week out of the
year to complete. I have planned to cover human resources planning and employee development and training.
Students will have already learned about management responsibilities and employees. My learning goals are for
students to be able to identify procedures for identifying and selecting personnel, discuss factors relating to
employee promotion, transfer, and release, compare plans for employee compensation, list common employee

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benefits, explain the components of a career development program, and identify steps in career planning. I
have 4 lessons planned with several different learning activities.

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Lesson One
Teacher Name: Jordan Stokes
Date and time lesson will be taught: TBA
Lesson Title: Career Planning and Development
Name of Secondary CTE Course: Management (Business & Marketing Technology)
Curriculum Framework Unit: Unit 7: Human Resource Management
Standard(s):

7.3 Examine Employee Development and Training

Objectives: The learners will be able to..

1. Explain the Components of A Career Development Program
2. Identify the Steps In Career Planning
Content to be presented in lesson:

Career Development Planning

o Career Development Program
Long Term Plans
Career Paths
Career Path
Performance Reviews
Career Counseling
Career Plan
Training and Development
Developing an Individual Career Plan
o The five steps for developing your own career plan
o A Career Portfolio
Career Portfolio
Projects

Introduction to the Lesson/Hook:

Allotted time: (5 Minutes)

Good morning/afternoon class. I hope everyone is doing well. Today we will start a new unit. The unit is over Human
Resource Management. It will cover parts of chapter 23, 24, and 25 from your textbooks. Go ahead and get started on
your daily activities and once we are all done with those, we will get started on a pre-test so that I have an idea of what
each of you know (Students take exam). This video is of Apple CEO Tim Cook. He discusses career plans which is
something we will go over today (Play Video)
Learning activities/procedures:

Allotted time: (85 Minutes)

Career development planning is something that all businesses have. It is essential to the everyday survival of the
cooperate world and having an effective workplace. A career development program is a plan for meeting the companys
future employment needs by systematically preparing current employees for future positions in the company. Human
resource personnel are responsible for implementing the career development program, but they need the support of all
parts of the company for the program to be successful. A career development program requires a long-term plan, career
paths, employee performance reviews, career counseling, and training and development for employees.

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Companies must determine what jobs will be available in the future, how many people will be needed in each
job, and the knowledge and skills those employees will require. Im sure everybody can understand what long term plans
are. Just plans thought out for the future. This is somewhat self-explanatory.
A career path is a progression of related jobs with increasing skill requirements and responsibility. These provide
opportunities for employees to advance within the company, make additional contributions, and receive greater
satisfaction from their work. Each job in a company should be part of a career path, and employees of that company
should be aware of the paths available to them.
Employees also need accurate information on their skills and abilities to help make corrections and reflect on their
careers. When they know these skills and abilities, they can determine what skills they need to improve to meet current
job requirements or to qualify for another job in a career path.
For career development to be effective, employees must be aware of opportunities and plan their career paths. The
human resources department offers career information and counseling services as part of the career development program.
Career counseling may result in an individual career plan, which identifies the jobs that are part of the employees career
path, the training needed to advance along the career path, and a tentative schedule for the plans activities.
The final part of a career development program is helping employees obtain the training and education they need
for changing job requirements and new jobs. Companies can develop training programs and other educational
opportunities to prepare employees for new job requirements before the need arises.
Now that youve learned about the components of a career development program, we are going to discuss
personal career planning and then do our activity for the day. Many people do little planning, even for the things that are
most important to them. By developing a career plan, you will be able to practice an important business skill. In addition,
you can show your plan to potential employers to demonstrate your understanding of business as well as your planning
and communication skills. There are five steps that provides as an outline for developing your own career plan. The first
step is to develop an understanding of business concepts and the different types of business careers. The second step is to
complete a self-assessment of your knowledge, skills, and attitudes that are related to those needed in business careers.
The third step is to identify the education and experience requirements for business careers that interest you. The fourth
step is to discuss the education and experience you will need with people who are familiar with education programs and
employment opportunities. The fifth step is to develop a career plan that identifies the knowledge and skills needed for the
career you have chosen and how you will develop them through a combination of education and experience.
In creating a career plan, another thing to include should be a career portfolio. A career portfolio is an organized
collection of information and materials you develop to represent yourself, your preparation, and your accomplishments.
This helps someone represent themselves when applying for jobs or for admission to an educational institution. Your
portfolio should provide clear descriptions of your preparation, skills, and experience. Those descriptions can include
examples of projects you have completed in school and on the job or for organizations to which you belong. The portfolio
can be developed over time and add or remove things as experiences grow. A portfolio is a good way to identify important
materials that will help you with your self-assessment. It keeps materials organized so you can show them to others to
demonstrate achievement, or as you apply for educational programs and jobs. Two essential items for every career
portfolio are an up-to-date resume and a sample application letter. With these items, you are ready to apply for any job that
fits into your career plan. By maintaining up-to-date copies of the resume and sample letter, you can quickly tailor them to
a specific employer when you are ready to complete an application.
Now lets start our activity for today. You are going to create your own career portfolio. In this portfolio, you are
going to keep all activities, worksheets, and notes you have worked on for this unit in your portfolio. Also, you are to
create your own up-to-date resume. I know not all of you have created a resume or even had work experience, so I will be
around to help you with that, but there are examples of resumes on the internet, Im sure your parents or someone in your
family has made one that can help you, or other resources. I will share my resume with you also and give you a rubric of
what I am looking for in your resume. This portfolio will be worth 100 points total. This includes the resume, and two
other assignments youll have at the end of the unit. Today, I want you to decorate your portfolio however you want, and
work on your resume. The more you get done with your resume, the less you have to do at home. Here is a rubric of what
I am looking for in your resume. However, I ask that you leave your portfolios in class. It will be a good way for me to
understand where you are as a learner and what I need to do a better job of.
Lesson Closure/Review of Content:

Allotted time: (5 Minutes)

Did anybody finish their resume and would like for me to look over it tonight before they turn it into their
portfolio? If so, save it to your documents and email me a copy. I will look over it and edit it to make it look as

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professional as possible. Does anybody have any questions about todays lesson or the portfolio or the resume?
Awesome, well I hope you guys have a great day and look forward to seeing you next time in class.
Evaluation/assessment of student learning:

Allotted time:

My assessment of this lesson is determined at the end of the unit when the students turn in their portfolio with all
the materials that came from this unit. It allows me to determine if they retained the information learned from this lesson
that will also help the students do well on their exam.
Accommodations for exceptional learners:
I will have an entire work sheet made for lower-achieving students to help them follow along. It will be like a fillin-the blanks worksheet. I will also have one of the higher-achieving students work with the lower-achieving students
when working on their portfolio after the lesson. I will make the same accommodations for ESL students.
References:

Burrow, J.L. & Kleindl, Brad. (2008) Business Management. 13th ed. Mason, OH South-Western Cengage
Learning
https://www.youtube.com/watch?v=a6g8y3EDHkw
Materials and equipment needed for lesson:
PowerPoint
Projector
Textbook
Markers
Portfolios
Pens/Pencils

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Lesson Two
Teacher Name: Jordan Stokes
Date and time lesson will be taught: TBA
Lesson Title: The Employment Process
Name of Secondary CTE Course: Management (Business & Marketing Technology)
Curriculum Framework Unit: Unit 7: Human Resource Management
Standard(s): 7.2 Discuss Human Resources Planning
Objectives: The learners will be able to..
1. Identify procedures for identifying and selecting personnel
2. Discuss Factors Relating to Employee promotion, transfer, and release
Content to be presented in lesson:

Selecting Personnel
o Establishing a Need
Job Description
Job Specification
o Recruiting Applicants
Current Employees
On Site Applications
The Internet
Employment Agencies
Advertising
Other Sources
o Processing Applications
Application Review
Screening
Testing
Interviewing
Selection and Background Check
Job Introduction and Orientation
Promoting, Transferring, and Releasing Employees
o Promotion
o Transfer
o Discharge
o Layoff
o Reasons for Transfer
Development
Opportunity
Necessity
Interest

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o
o

Performance
Employee Turnover
Calculating the rate of Employee Turnover
Exit Interviews

Introduction to the Lesson/Hook:

Allotted time: 5 Minutes

Good morning/afternoon class. I hope everyone is doing well. Go ahead and get started on your daily activities
and once we are all done with those, we will get started (Play Human Resource Management Video). PAUSE THE
VIDEO AT THE 1:55 Min. MARK.
Learning activities/procedures:

Allotted time: 80 Minutes

Here you can see several human resource management jobs that we will and have already covered over the entire
unit. Today, our goals and objectives are to identify procedures for identifying and selecting personnel, and to discuss
factors relating to employee promotion, transfer, and release. If there is more time after we cover these objectives, we will
go over some of the vocabulary and play a fun game to help you understand the important terms you need to know.
Lets get started. Go ahead and open your books to page 629. The first thing you should do is take a piece of
paper out and write down the terms at the top of the page. As we go over each term, you should write down the definition.
This is very important to your learning and will help you play that game later on today. Selecting personnel; personnel for
this topic is just employees of a business. There is a big process in hiring and selecting personnel. There first has to be a
need to hire. Businesses often need to replace an employee who has left the company, been promoted, or retired. The
human resources department must have detailed and accurate information about the position in order to screen applicants
and choose only the most qualified people to consider. A job description is a list of the duties and responsibilities that
make up a job. A job specification is a list of the qualifications and skills a worker needs to do the job. Show them the
footballscoop.com website and lists of jobs that are available. So you can see here, there are a bunch of job openings in
college and the NFL when it comes to coaching. Here you can see a job description. On this opening, you can see a job
specification. You can find these type of websites in a variety of jobs. Researching for a website like this could be
beneficial to you, especially for you seniors who plan on going into work right after high school. The next process in
identifying and selecting personnel is to recruit applicants. There are two types of recruitment. Internal recruitment which
is looking within the organization. And external recruitment which is seeking new employment from outside of the
organization. Common resources for recruiting applicants is through current employees, on site applications, the internet,
employment agencies, advertising, and other sources. The last step into identifying and selecting personnel is processing
applications. In this step, a few things must be completed before selecting who to hire. Those things are to review
applications, screening, testing, interviewing, selection and background check, and job introduction and orientation.
There may be other things that occur throughout business. Things such as employees being promoted, transferred,
or released. A promotion is the advancement of an employee within a company to a position with more authority and
responsibility. A promotion usually includes an increase in pay and may include greater prestige and additional benefits.
Promotional opportunities arise from another person vacating a job, or when the company creates a new position. A
transfer is the assignment of an employee to another job in the company that, in general, involves the same level of
responsibility and authority as the persons current work. Have any of you ever heard the term lateral movement? This is
sometimes used to help define a transfer. If you find Figure 23-2, there will be factors to why there are transfers in
companies. The next two changes in employment status are the negative movements. A discharge is the release of an
employee from the company due to inappropriate work behavior. To use a discharge, careful procedures must be implied
to make sure the reasons for a discharge are clear violations of the companys policies and rules. A layoff is a temporary
or permanent reduction in the number of employees because of a change in business conditions.
With all the movement that occurs in a business, there is a formula that is important to a business because of the
loss of experienced employees means that new employees have to be hired and trained. This formula is the employee
turnover. The employee turnover is the rate at which people enter and leave employment in a business during a year.
Find figure 23-3 on page 634 and see how the turnover rate is calculated. There will be one problem on your unit exam
that will have you use this formula. So make sure you are familiar with it because it is important.
Now, I would like you all to complete the CHECKPOINTS throughout the chapter and the 23.2 Assessment on
page 634 individually. When you are finished, add your work to your career portfolio and hold on to it until the end of the
unit, and look over chapter 23 vocabulary. There was one term we didnt cover in our lesson today so make sure you get

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familiar with that one also. If you want, you can leave your portfolio here so you dont lose it. Most of the work that
goes into it will be completed in class so there shouldnt be a need to take it home.
Play vocabulary game planned if there is time.
Lesson Closure/Review of Content:

Allotted time: 5 Minutes

Thank you all for participating and completing the work that was asked of you. I hope you felt a great
understanding in how to identify and select personnel, and the factors that go into employee promotion, transfer, and
release. Does anybody have any questions regarding todays lesson or for anything in general? Well I hope you have a
great rest of your day and I will see you all next time.
Evaluation/assessment of student learning:
Allotted time: 5 Minutes
I used the assignment of having the students complete the assessment and checkpoints in their textbook as my
evaluation of student learning. The assignment will be a completion grade, however, I still will look to see if they
correctly answered the questions and give aid to the student if there was confusion in the learning material.
Accommodations for exceptional learners:
I will have an entire work sheet made for lower-achieving students to help them follow along. It will be like a fillin-the blanks worksheet. I will also have one of the higher-achieving students work with the lower-achieving students
when completing the assignment after the lesson. I will make the same accommodations for ESL students.
References:

Burrow, J.L. & Kleindl, Brad. (2008) Business Management. 13th ed. Mason, OH South-Western Cengage
Learning
https://www.youtube.com/watch?v=9ZLbSk1Te68
Materials and equipment needed for lesson:
Paper
Pencil/Pen
Textbook
PowerPoint
Projector
Internet

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Lesson Three
Teacher Name: Jordan Stokes
Date and time lesson will be taught: TBA
Lesson Title: Compensation and Employee Benefits
Name of Secondary CTE Course: Management (Business & Marketing Technology)
Curriculum Framework Unit: Unit 7: Human Resource Management
Standard(s):

7.2 Discuss Human Resources Planning

Objectives: The learners will be able to..

1. Compare plans for employee compensation
2. List common employee benefits
3. Discuss performance reviews
Content to be presented in lesson:

Compensation Planning
o Compensation
o Wage
o Salary
o Three Types of Plans for Compensation
Time Plans
Time plan
Performance Plans
Combination Plans
Combination Plan
Bonus
Customary Employee Benefits
o Employee Benefits
o Insurance
o Retirement Plans
Profit-Sharing Plan
o Vacations and Time Off
o Required Benefits
o Bonus
Employee Performance Review
o Performance Review

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o

Conducting a Performance Review

Introduction to the Lesson/Hook:

Allotted time: (7 Minutes)

Last time we were in class, we learned some of the jobs that a human resource manager would have in selecting
and identifying personnel, and how employees are moved around within a company. Today, we will discuss how human
resource managers reward and develop employees. First, complete your daily assignment and make sure everybody has a
textbook and then we will get started.
Now, Id like you to get with your shoulder partner, and discuss with each other of ways that you would want to
be paid by the company you work for. Would you want to be paid by the hour, by how much you sell, or both? Why would
you want that? And then, what kind of extra benefits would you want to have from your company? Do you want them to
cover insurance, give you bonuses, vacations? Write this down and then we will share a few of your thoughts to the class.
Those were very good thoughts. Todays objectives are to compare plans for employee compensation, list
common employee benefits, and discuss performance reviews. Are there any questions before we get started?
Learning activities/procedures:

Allotted time: (85 Minutes)

The first thing we will go over today is compensation. Compensation is the pay and other benefits employees
receive in exchange for their labor. Many factors affect the amount of pay an employee receives. These include the skill
required for the job, the work conditions, the amount of education and experience the person has, the supply and demand
for that type of work, and economic conditions. A few ways that employees can be paid is through a wage or salary. A
wage is pay based on an hourly rate or for the completion of a specified amount of work. A salary is a fixed amount of
pay made on a regular schedule such as weekly or monthly. These types of pay are determined through a compensation
plan. There are three types of compensation plans. The most common payment method is a time plan, which pays a
certain amount for a specified period of time worked. Wages are typically a time-based plan. Something as simple as
earning $9.50 an hour is considered part of a time plan. Or for a salary which is what most schools use to pay their
teachers. Like $49,050 a year would be considered a salary-based pay for a time plan. Another compensation plan is a
performance plan. A performance plan pays based off of two different methods; through commission or through a piecerate plan. Commission pays employees a percentage of the volume of sales for which they are responsible. A piece-rate
plan pays the employee a fixed rate for each unit produced. The last plan is a combination plan. A combination plan is a
pay plan that provides each employee a base wage or salary and adds incentive pay based on performance. A variation of
the combination plan is the use of bonuses. A bonus is money paid at the end of a specific but long period of time for
performance that exceeds the expected standard for that period. To receive a bonus, each person in the department and
organization must do well.
Individually, I want you to take out a piece of paper, and create a venn diagram. In the diagram, compare and
contrast two of the three plans you just learned about. Include three similarities and three differences per plan. This will be
due the next time youre in this class. Ill give you 15 minutes to work on it right now, and then we have to start on our
next topic. Once you finish, make sure you add it to your career portfolio and turn it in at the end of the unit.
Other ways to reward employees besides pay obviously is through benefits. Employee benefits are all forms of
compensation and services that a company provides to employees in addition to salaries and wages. On average,
companies spend an additional 20 to 40 percent of employee wages and salaries on benefits. There are several ways
companies imply benefits to employees. One benefit is through insurance. Businesses help employees obtain insurance at
lower costs and can even help cover the employees entire family. Another benefit is through retirement plans. One
retirement plan that you all should become familiar with is a profit-sharing plan. A profit-sharing plan makes
contributions to employee retirement funds based on the profits earned by the company during the year. Another benefit is
through vacations and time off. After employees have worked for a company for a specified time, often one year, they
may begin to earn vacation days. Other common benefits along these lines are paid or unpaid days for absences due to
illness or to attend to personal business. There are also benefits that are required. Federal and state laws require companies
to offer a number of benefits to employees, including Social Security and Medicare contributions, workers compensation,
and unemployment insurance.

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To receive these rewards, managers and executives must make sure you are exceeding their expectations and
doing what is asked of you. Therefore, companies conduct performance reviews. The process of assessing how well
employees are doing their jobs is called performance review. The first step in developing a performance review process
is to determine what to evaluate. Managers usually conduct performance reviews once or twice a year. A performance
review is very similar to parent-teacher conferences that each of you have had since you started school. It gives an
opportunity for teachers and parents to meet and discuss a students progress and behaviors. Performance reviews does the
same for employees and managers.
Play Kahoot over Chapter 24 Vocab if there is time at the end of class.
Lesson Closure/Review of Content:

Allotted time: (3 Minutes)

Before you leave today, make sure you understand that the venn diagram is due the next management class. If you
dont turn it in, you will lose points. If you completed it in that 15 minutes you had to work on it, you can turn it in now
with the rest of the files in your portfolio and will receive a grade for that. Also, know that this was the last lesson for this
unit so there will be a test next class. We will play kahoot before we take the exam but thats all that is planned for the
next time in class. Lastly, make sure you kept all the files from this unit and put them into I hope you guys had a good day
so far and will continue to have one. Does anybody have any questions about the different plans of employee
compensation, the different benefits employees get, or performance reviews? Alright then, have a great rest of your day
and see you next time. Feel free to email me if you come up with any questions.
Evaluation/assessment of student learning:

Allotted time: (15 Minutes)

I used the venn diagram assignment to assess my students. It allows the students to display what they learned
from the different compensation plans. I also have a kahoot game aligned out if there is extra time to allow students to
have extra practice with the chapters vocabulary. This will help them for their unit exam at the end of the unit.
Accommodations for exceptional learners:
I will have an entire work sheet made for lower-achieving students to help them follow along. It will be like a fillin-the blanks worksheet. I will also have one of the higher-achieving students work with the lower-achieving students
when completing the assignment after the lesson. I will make the same accommodations for ESL students.
References:

Burrow, J.L. & Kleindl, Brad. (2008) Business Management. 13th ed. Mason, OH South-Western Cengage
Learning
Materials and equipment needed for lesson:
Textbook
Paper
Pen/Pencil
PowerPoint
Projector

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III. Assessment Plan

Formative Assessment
Each lesson plan incorporates at least one form of assessment that evaluates student learning. All of the
lesson plans involve given time for me as the teacher to observe the students while they work and be there to aid
the students if there is any confusion. Instead of having students turn assignments in daily for this unit, I have
them create a career portfolio that they will store all their assignments in and turn in at the end of the unit. The
portfolio is also part of the learning material so it allows me to teach them organization and the learning items
while assessing the students through the portfolio.
For my first lesson, students will be creating a career portfolio that will be used through the entire unit.
The evaluation of students work wont be complete until the end of the unit when all the material is turned in.
The objectives for the second lesson are for students to identify procedures for identifying and selecting
personnel, and discuss factors relating to employee promotion, transfer, and release. Students will have a
worksheet towards the end of the lesson to complete and add to their career portfolio. The worksheet assesses
the students based off of their learning from the day and apply it to questions asked from the textbook.
The objectives for the third and final lesson are for students to compare plans for employee
compensation, list common employee benefits, and discuss performance reviews. Students are assessed in this
lesson by having them compare the three different types of compensation plans through a venn diagram. It
allows me to understand that the students can differentiate between each compensation plan and that my
teaching was effective.

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15

Pre-Assessment
Name:
Hour:

Management Unit 7 Pre-Test

This test does not count for a grade. It will help me see what you know before we begin this unit and it will also allow
you to see how much you have learned after we finish this unit.

Multiple Choice
Select the word or phrase that best answers the given question or best completes the sentence. Please circle the
letter for your selected answer.
1. Consists of all activities involved with acquiring, developing, and compensating the people who do the
companys work
A. Human Resource Management
B. Performance Review
C. Executive Responsibilities
D. None of the Above
2. Which of the following is NOT a change in employment status?
A. Release
B. Transfer
C. Promotion
D. Turnover
3. The pay and other benefits employees receive in exchange for their labor are called
A.
B.
C.
D.

Wage
Compensation
Salary
Money

4. Which of the following is NOT a compensation plan?

A. Time Plan
B. Combination Plan
C. Performance Plan
D. Piece-Rate Plan
5. Money paid at the end of a specific but long period of time for performance that exceeds the expected
standard for that period.
A. Benefits
B. Minimum Wage
C. Bonus
D. Compensation
6. Refers to the kinds of tasks that make up a job and the way workers perform these tasks in doing their jobs.
A. Job Enlargement
B. Cross Training

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C. Job Design
D. Job Specification

7. Which of the following is a component of a career development program?

A. Career Plan
B. Career Paths
C. Career Counseling
D. Both B & C
8. An organized collection of information and materials you develop to represent yourself, your preparation, and
your accomplishments
A. Up-To-Date Resume
B. Career Portfolio
C. Application Letter
D. None of the Above
9. What is the formula for calculating the rate of employee turnover (Termination Method)?
A. Number of Employees divided by the Number of Employees Terminated
B. Number of Employees Terminated divided by the Average Number of Employees
C. Number of Employees multiplied by the Number of Employees Terminated
D. Number of Employees Terminated multiplied by the Average Number of Employees
10. Based off of Question 9, calculate the Rate of Employee Turnover if Company A had 150 employees
terminated and had a total of 1000 employees (USING TERMINATION METHOD)
A. 12%
B. 14%
C. 16%
D. 15%
11. A formal interview with an employee who is leaving the company to determine the employees attitudes
about the company and seek suggestions for improvement
A. Exit Interview
B. Layoff
C. Informational Interview
D. Job Interview
12. Pay based on an hourly rate or for the completion of a specified amount of work.
A. Compensation
B. Wage
C. Salary
D. Bonus
13. A fixed amount of pay made on a regular schedule such as weekly or monthly.
A. Compensation
B. Wage
C. Salary
D. Bonus
14. A list of duties and responsibilities that make up a job
A. Job Security
B. Job Sharing
C. Job Description
D. Job Specification
15. A list of the qualifications and skills a worker needs to do the job.
A. Job Security
B. Job Sharing

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C. Job Description
D. Job Specification
16. According to the textbook, which of the following is NOT one of the reasons for transfers?
A. Performance
B. Interest
C. Necessity
D. Turnover

17. The process of assessing how well employees are doing their jobs is called _________.
A. Reflection
B. Constructive Criticism
C. Performance Review
D. None of the Above
18. The likelihood of being employed by the same company in the future.
A. Job Security
B. Job Sharing
C. Job Description
D. Job Specification
19. An effort to match employees career plans with the changing employment needs of the business.
A. Organizational Development
B. Performance Review
C. Career Development
D. Career Path
20. Making a job more interesting by adding variety to the tasks is called ____________.
A. Enrichment
B. Enlargement
C. Design
D. None of the Above
21. Employees are trained to perform more than one job in the company, even though they typically perform
only one. This is called _____________.
A. Informal Training
B. Formal Training
C. Both A & B
D. Cross Training
22. Identifies the jobs that are a part of the employees career path, and the training and development that goes
with that job.
A. Career Path
B. Career Development
C. Career Plan
D. None of the Above
23. Which of the following is one of the three nontraditional workspaces?
A. Virtual Office
B. Home Office
C. Mobile Office
D. All of the Above
24. Which of the following is an employee benefit?

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A. Insurance
B. Vacation and Time off
C. A & B
D. Getting discharged
25. _____________ allows two people to share one fulltime job
A. Job Sharing
B. Flex-Time
C. Job Enrichment
D. Individual employment

Post-Assessment
Name:
Hour:

Management Unit 7 Post-Test

Multiple Choice
Select the word or phrase that best answers the given question or best completes the sentence. Please circle the
letter for your selected answer.

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1. Consists of all activities involved with acquiring, developing, and compensating the people who do the
companys work
A. Human Resource Management
B. Performance Review
C. Executive Responsibilities
D. None of the Above
2. Which of the following is NOT a change in employment status?
A. Release
B. Transfer
C. Promotion
D. Turnover
3. The pay and other benefits employees receive in exchange for their labor are called
E.
F.
G.
H.

19

Wage
Compensation
Salary
Money

4. Which of the following is NOT a compensation plan?

A. Time Plan
B. Combination Plan
C. Performance Plan
D. Piece-Rate Plan

5. Money paid at the end of a specific but long period of time for performance that exceeds the expected
standard for that period.
A. Benefits
B. Minimum Wage
C. Bonus
D. Compensation
6. Refers to the kinds of tasks that make up a job and the way workers perform these tasks in doing their jobs.
E.
F.
G.
H.

Job Enlargement
Cross Training
Job Design
Job Specification

7. Which of the following is a component of a career development program?

A. Career Plan
B. Career Paths
C. Career Counseling
D. Both B & C
8. An organized collection of information and materials you develop to represent yourself, your preparation, and
your accomplishments
A. Up-To-Date Resume
B. Career Portfolio

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C. Application Letter
D. None of the Above
9. What is the formula for calculating the rate of employee turnover (Termination Method)?
A. Number of Employees divided by the Number of Employees Terminated
B. Number of Employees Terminated divided by the Average Number of Employees
C. Number of Employees multiplied by the Number of Employees Terminated
D. Number of Employees Terminated multiplied by the Average Number of Employees
10. Based off of Question 9, calculate the Rate of Employee Turnover if Company A had 150 employees
terminated and had a total of 1000 employees (USING TERMINATION METHOD)
A. 12%
B. 14%
C. 16%
D. 15%
11. A formal interview with an employee who is leaving the company to determine the employees attitudes
about the company and seek suggestions for improvement
A. Exit Interview
B. Layoff
C. Informational Interview
D. Job Interview
12. Pay based on an hourly rate or for the completion of a specified amount of work.
A. Compensation
B. Wage
C. Salary
D. Bonus
13. A fixed amount of pay made on a regular schedule such as weekly or monthly.
A. Compensation
B. Wage
C. Salary
D. Bonus
14. A list of duties and responsibilities that make up a job
A. Job Security
B. Job Sharing
C. Job Description
D. Job Specification
15. A list of the qualifications and skills a worker needs to do the job.
A. Job Security
B. Job Sharing
C. Job Description
D. Job Specification
16. According to the textbook, which of the following is NOT one of the reasons for transfers?
A. Performance
B. Interest
C. Necessity
D. Turnover

17. The process of assessing how well employees are doing their jobs is called _________.
A. Reflection
B. Constructive Criticism

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C. Performance Review
D. None of the Above
18. The likelihood of being employed by the same company in the future.
A. Job Security
B. Job Sharing
C. Job Description
D. Job Specification
19. An effort to match employees career plans with the changing employment needs of the business.
A. Organizational Development
B. Performance Review
C. Career Development
D. Career Path
20. Making a job more interesting by adding variety to the tasks is called ____________.
A. Enrichment
B. Enlargement
C. Design
D. None of the Above
21. Employees are trained to perform more than one job in the company, even though they typically perform
only one. This is called _____________.
A. Informal Training
B. Formal Training
C. Both A & B
D. Cross Training
22. Identifies the jobs that are a part of the employees career path, and the training and development that goes
with that job.
A. Career Path
B. Career Development
C. Career Plan
D. None of the Above
23. Which of the following is one of the three nontraditional workspaces?
A. Virtual Office
B. Home Office
C. Mobile Office
D. All of the Above
24. Which of the following is an employee benefit?
A. Insurance
B. Vacation and Time off
C. A & B
D. Getting discharged
25. _____________ allows two people to share one fulltime job
A. Job Sharing
B. Flex-Time
C. Job Enrichment
D. Individual employment

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IV. Analysis of Student Learning Over Time

The two tables below show my students results in both Management classes I taught during my student
teaching. I am mainly focused on the results of the class with 18 students because the class with 4 may not give
me a correct analysis of my teaching since there werent as many students. As the first table shows, pre-test
scores came out to be an average of about 61% and increased to about 82% on the post-test which comes out to
be a 21% improvement. All of the students but one had a passing score on the post-test. However, that one
student still showed progress from the pre to the post-test. I also had only one student show no signs of progress
based on the results below. The smallest improvement was 0% and the biggest was 50% between the students
pre- and post-tests.
I was not surprised by most of the students scores or the averages I received, but wished that all my
students would have passed the post assessment. The student who failed (Student #5) didnt have a great work
ethic and I allowed for the students to have 10-15 minutes to study before they began to take the test. Because
of that and her lack of taking advantage of the study opportunity, her grade suffered. I felt that I did everything
in my power to help the student and motivate her to having success, she just must not have cared. As for the
student who had 0% progress from the pre assessment to the post assessment (Student #4), I believe that this
student was just a lucky guesser in the pre-test and it turned out that she just earned the same score on the post
assessment.

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I think the most successful lesson from this unit was the study day lesson where students filled out a

crossword puzzle over Unit 7 vocabulary and where students, as teams, played jeopardy over the Unit 7
vocabulary. This probably prepared them the most for the exam since the day consisted of playing an
educational game where the students combined their knowledge as teams competitively for 1st place and a prize.
I also think that having the students create their own career portfolios throughout the entire unit helped them
understand specific concepts such as portfolios, job descriptions, and compensation plans.
I dont believe there was a least successful lesson because they were all equally important and involved
some sort of activity where the students would have an opportunity to apply what they have learned to their
portfolio projects. I was lucky enough to be able to be in class to teach all of my lessons planned for this unit in
both Management courses. Because of this, I dont think any of my results could have been skewed or that the
students could have negatively been effected.
During my time at Farmington High School, I learned that I had 3 students who required
accommodations. Student #1, student #12, and student #17 all needed the test read to them. Also, student 17#
had an accommodation of reduced answer choices so there was an accommodated test for her as well. Because
of this, I felt that all my students had the best opportunity to score their best on the post assessment as long as
they applied what they learned from the lectures and activities to their studying. I believe that my students could
have benefitted from a little more hands on direction during each lesson to better their test results and their
learning opportunity. Overall, the students enjoyed the material and felt that this unit benefitted their future
because they learned how to create a professional portfolio, resume, and fill out a mock job application. I felt
really good about having these results and helping the students learn some real world material that will help
their futures out. This information and the lesson plans involved in this unit has definitely helped me as an
instructor and will be taken into account for future opportunities as a teacher.

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Resources
Unit Context Resources
http://quickfacts.census.gov/qfd/states/05/0523170.html
http://www.greatschools.org/arkansas/farmington/394-Farmington-HighSchool/details/#Students
http://proximityone.com/places.htm
file:///C:/Users/football/Downloads/High%20School%20Report%20Card%202014-2015.pdf