HRM (PREFINAL)

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An iterative process of observation and communication to support, retain and develop employees for organization success.

PERFORMANCE MANAGEMENT

" a Process which contributes to the effective management of individuals and teams in order to achieve high level of organizational performance.”

PERFORMANCE MANAGEMENT (ARMSTRONG AND BARON)

it is about broader issues and long-term goals.

STRATEGIC

it should link various aspects of the business, people management ,individuals and teams.

INTEGRATED Signup and view all the answers

throughout the organization, for individuals, teams and organizational effectiveness.

PERFORMANCE IMPROVEMENT Signup and view all the answers

unless there is continuous development of individuals and teams, performance will not improve

DEVELOPMENT Signup and view all the answers

ensuring that individuals are encouraged to behave in away that allow better working relationship.

MANAGING BEHAVIOUR Signup and view all the answers

Why Manage Performance?

•Encourage and reward behaviors that are aligned with organizational mission and goals. •People want tofeel what they do adds value and understand their contribution to the team. •Curb or redirect non-productive activities. Signup and view all the answers

Technical skills, interpersonal skills, problem-solving skills, communication skills, physical limitations

ABILITY Signup and view all the answers

Job design, economic condition, unions, rules and policies, management support, laws and regulations

ENVIRONMENT Signup and view all the answers

Career ambition, fairness/satisfaction, goals, expectations

MOTIVATION Signup and view all the answers

PARAMETERS

<ol> <li>PURPOSE-To improve organizational performance</li> <li>HOW-Regular interactions between managers and employees</li> <li>WHERE-At the work- place</li> <li>WHEN-Continuously, often half yearly</li> <li>BYWHOM-Immediate supervisor and the employees.</li> </ol> Signup and view all the answers

"a systematic, periodic and so far as humanly possible, an impartial rating of an employee’s excellence in matters pertaining to his present job and to his potentialities for a better job.

PERFORMANCE APPRAISAL (EDWIN B. FLIPPO) Signup and view all the answers

" a record of progress for apprentices and regular employees, as a guide in making promotions, transfer or demotions, as a guide in making lists for bonus distribution, for seniority consideration and for rates of pay, as an instrument for discovering hidden genius, and as a source of information that makes conferences with employees helpful”.

PERFORMANCE APPRAISAL (SCOTT CLOTHIER AND SPRIEGAL) Signup and view all the answers

OBJECTIVES OF APPRAISAL

•To determine the effectiveness of employees on their present jobs so as to decide their benefits. • To identify the shortcomings of employees so as to overcome them through systematic guidance and training. • To find out their potential for promotion and advancement. Signup and view all the answers

PURPOSES OF PERFORMANCE APPRAISAL

➢ Performance appraisal helps the management to take decision about the salary increase of an employee. ➢ The continuous evaluation of an employee helps in improving the quality of an employee in job performance. ➢ The Performance appraisal brings out the facilities available to an employee, when the management is prepared to provide adequate facilities for effective performance. ➢ It minimizes the communication gap between the employer and employee. ➢ Promotion is given to an employee on the basis of performance appraisal. ➢ The training needs of an employee can be identified through performance appraisal. ➢ The decision for discharging an employee. ➢ Performance appraisal is used to transfer a person. ➢ The grievances of an employee are eliminated through performance appraisal. ➢ The job satisfaction of an employee increases morale. Signup and view all the answers

CONCEPT OF PERFORMAMCE APPRAISAL

<ol> <li>Appraisal should be in writing and carried at least once a year.</li> <li>The performance appraisal information should be shared with the employee.</li> <li>Employee should have the opportunity to respond in writing to the appraisal.</li> <li>Employees should have a mechanism to appeal the results of the performance appraisal.</li> <li>Manager should have adequate opportunity to observe the employees</li> <li>Anecdotal notes on the employee‘s performance should be kept during the entire evaluation period.</li> <li>Evaluator should be trained to carry out the performance appraisal process</li> <li>Performance appraisal should focus on employee behaviour and results rather than on personal traits or characteristics.</li> </ol> Signup and view all the answers

PRINCIPLES OF PERFORMANCE APPRAISAL

❖Single employee is rated by two raters. ❖Continuous and personal observation of an employee is essential to make effective performance appraisal. ❖The rating should be done by an immediate superior of any subordinate in an organization. ❖A separate department may be created for effective performance appraisal. ❖The rating is conveyed to the concerned employee. ❖The plus points of an employee should be recognised. At the same time, the minus points should not be highlighted too much. ❖The management should create confidence in the minds of employees. ❖The standard for each job should be determined by the management. ❖Separate printed forms should be used for performance appraisal to each job according to the nature of the job. Signup and view all the answers

An employee is ranked against the other in the working group under this method

RANKING METHOD Signup and view all the answers

ADVANTAGES OF RANKING METHOD

• Each employee be compared with the other person. • Useful in small organization. Signup and view all the answers

DISADVANTAGES OF RANKING METHOD

• Can not be used for big organization. • Does not evaluate the individuality of an employee. • It lags objectivity Signup and view all the answers

It has been developed to be used in a big organization. Each employee is compared with other employees taking only one at a time. The evaluator compares two employees and puts a tick mark against an employee whom he considers a better employee.

PAIRED COMPARISON METHOD Signup and view all the answers

ADVANTAGES OF PAIRED COMPARISON METHOD

• This method is suitable for big organizations. • Individual traits are evaluated. Signup and view all the answers

DISADVANTAGES OF PAIRED COMPARISON METHOD

• The understanding of this method is difficult one. • It involves considerable time. Signup and view all the answers

A method which forces the rater to distribute the ratings of the overall performance of an employee is known as forced distribution method.

FORCED DISTRIBUTION METHOD Signup and view all the answers

Group wise rating is done under this method. This method is suitable to large organizations, but the individual traits could not be appraised under this method.

FORCED DISTRIBUTION METHOD Signup and view all the answers

Certain categories of abilities or performance of employees are defined well in advance to fall in certain grades under this method. Such grades are very good, good, average, poor and very poor. Here the individual traits and characteristics are identified.

GRADING Signup and view all the answers

The appraisal of the ability of an employee through getting answers for a number of questions is called the method of check list. These questions are related to the behavior of an employee.

CHECKLIST Signup and view all the answers

A series of groups of statements are prepared positively or negatively under this method, both these statements describe the characteristics of an employee, but the rater is forced to tick any one of the statements either out of positive statements or out of negative statements.

FORCED CHOICE METHOD Signup and view all the answers

The performance appraisal of an employee is done on the basis of the incidents occurred really to the concerned employee. Some of the events or incidents are given below:

Refused to co-operate with other employees.

Unwilling to attend further training.

Got angry over work or with subordinates.

Suggested a change in the method of production.

Suggested a procedure to improve the quality of goods.

CRITICAL INCIDENT METHOD Signup and view all the answers

It is also known as linear rating scale. In this method, the printed appraisal form is used to appraise each employee.

GRAPHIC RATING SCALE METHOD Signup and view all the answers

The form lists traits (such as quality and reliability) and a range of job performance characteristics (from unsatisfactory to outstanding) for each trait. The rating is done on the basis of points on the continuum. The common practice is to follow five points scale.

GRAPHIC RATING SCALE METHOD Signup and view all the answers

An employee’s performance is appraised through an interview between the rater and the immediate superior or superior of a concerned employee.

FIELD REVIEW METHOD Signup and view all the answers

The rater asks the superiors questions about the performance of an employee; the personnel department prepares a detail report on the basis of this collected information

FIELD REVIEW METHOD Signup and view all the answers

A copy of this report is placed in the personnel file of the concerned employee after getting approval from the superior.

FIELD REVIEW METHOD Signup and view all the answers

With easy evaluation technique the nurse manager is employee’s required to describe the performance over the entire evaluation period by writing a narrative detailing the strength and weaknesses of the appraise.

ESSAY EVALUATION Signup and view all the answers

The employee selects peers to conduct the evaluation. Usually two to four peers are identified through a pre determined process. The employee submits self evaluation port folio. The port folio might describe how he or she met objectives and/or pre-determined standards during the past evaluation cycle. Supporting materials are included.

PEER REVIEW Signup and view all the answers

This may be done individually or in a group. Manager and employee meet to discuss the evaluation

PEER REVIEW Signup and view all the answers

Once the manager completes an accurate evaluation of performance, he/she should arrange this interview. This is the first step in employee development. They provide feedback to an employee which enables him to improve his performance in future.

APPRAISALINTERVIEW Signup and view all the answers

Key behaviors for an appraisal interview

➢Put the employee at ease ➢Clearly state the purpose of the appraisal interview ➢Go through the ratings one by one with the employee. ➢Draw out the employee reactions to the ratings. ➢Decide on specific ways in which performance areas can be strengthened. ➢Set a follow up date. ➢Express confidence in the employee. Signup and view all the answers

It means management by objectives and the performance is rated against the achievement of objectives stated by the management.

MBO Signup and view all the answers

It is a technique which is systematic collection of performance data on an individual group, derived from a number of stakeholders like immediate supervisors, team members, customers, peers and self.

360-DEGREE FEEDBACK Signup and view all the answers

This technique is highly useful in terms of broader perspective, greater self-development and multi-source feedback is useful.

360-DEGREE FEEDBACK Signup and view all the answers

useful to measure inter-personal skills, customer satisfaction and team building skills.

360-DEGREE FEEDBACK Signup and view all the answers

These appraisals are more directed to assess employee’s potential for future performance rather than the past one. It is done in the form of in-depth interviews, psychological tests, and discussion with and review of other It is more focused on supervisors evaluations. employees emotional, intellectual, and motivational and other personal characteristics affecting his performance.

PSYCHOLOGICAL APPRAISALS Signup and view all the answers

It typically involves the use of methods like social/informal events, tests and exercises, assignments being given to a group of employees to assess their competencies to take higher responsibilities in the future. The trained evaluators observe and evaluate employees as they perform the assigned jobs and are evaluated on job related characteristics

ASSESSMENT CENTERS Signup and view all the answers

tries to find the relative worth of these assets in the terms of money

HUMAN RESOURCE ACCOUNTING METHOD Signup and view all the answers

In this method the Performance appraisal of the employees is judged in terms of cost and contribution of the employees. The cost of employees include all the expenses incurred on them like their compensation, recruitment and selection costs, induction and training costs etc whereas their contribution includes the total value added (in monetary terms). The difference between the cost and the contribution will be the performance of the employees.

HUMAN RESOURCE ACCOUNTING METHOD Signup and view all the answers

COMPONENTS TO BE EVALUATED

❖ Use of nursing process ❖ Professionalism ❖ Maintaining safety ❖ Continuing education ❖ Initiative character ❖ Managing interpersonalrelationships ❖ Technical ability ❖ Organizing ability ❖ Flexibility ❖ Communication skills Signup and view all the answers

PERFORMANCE APPRAISAL-PROCESS

➢Establishing Performance Standards ➢Communicating the standards ➢Measuring the actual Performance ➢Comparing the Actual with the Desired Performance ➢Discussing Results ➢Decision Making Signup and view all the answers

LIMITATIONS OF PERFORMANCE APPRAISAL

❖The performance appraisal methods are unreliable. ❖If an employee is well known to an employer, the performance appraisal may not be correct. ❖The inability of supervision to appraise an employee does not bring out the accurate performance appraisal. ❖Some qualities of an employee can not be easily appraised through any performance appraisal method. ❖A supervisor may appraise an employee to be good to avoid incurring his displeasure. ❖Uniform standards are not followed by the supervisors in the performance appraisal. Signup and view all the answers

The principal obstacles to effective performance appraisal are:

➢Lack of support from top management. Resistance on the part of evaluators because: ➢ Performance appraisal demands too much of supervisors efforts in terms of time, paperwork, and periodic observation of subordinates performance. ➢ Supervisors are reluctant to play god by judging others. ➢ Supervisors do not fully understand the purpose and procedures of performance appraisal. ➢ Supervisors lack skills in appraisal techniques. ➢ Performance appraisal is not perceived as being productive. ➢ Evaluation biases and rating errors, which result in unreliable and invalid ratings. ➢ Lack of clear, objective standards of performance. ➢ Failure to communicate purposes and results of performance appraisal to employees. ➢ Lack of a suitable appraisal tool. ➢ Failure to police the appraisal procedure effectively. Signup and view all the answers

POTENTIAL APPRAISALPROBLEMS

<ol> <li>Leniency error</li> <li>Recency error</li> <li>Halo error</li> <li>Horn Effect</li> <li>Ambiguous evaluation</li> </ol> Signup and view all the answers

PROCESS OF MBO

<ol> <li>DEFINE ORGANIZATIONAL GOALS</li> <li>DEFINE EMPLOYEES OBJECTIVES</li> <li>CONTINUOUS MONITORING PERFORMANCE AND PROGRESS</li> <li>PERFORMANCE EVALUATION</li> <li>PROVIDING FEEDBACK</li> <li>PERFORMANCE APPRAISAL</li> </ol> Signup and view all the answers

MBO Process

❖ Establish goals and desired outcomes for each subordinate ❖ Setting performance standards ❖ Comparison of actual goals with goals attained by the employee ❖ Establish new goals and new strategies for goals not achieved in previous year. Signup and view all the answers

FUTURE ORIENTED METHODS

<ol> <li>Management by Objectives</li> <li>Assessment centers</li> <li>Psychological Appraisals</li> <li>360-Degree Feedback</li> <li>Human resource accounting method</li> </ol> Signup and view all the answers

Types of appraisal interview

<ol> <li>Tell and sell interview</li> <li>Tell and listen interview</li> <li>Problem solving interview</li> </ol> Signup and view all the answers

TRADITIONAL METHODS OF PERFORMANCE APPRAISAL

<ol> <li>RANKING METHOD</li> <li>PAIRED COMPARISON</li> <li>GRADING</li> <li>FORCED DISTRIBUTION METHOD</li> <li>FORCED CHOICE METHOD</li> <li>CHECKLIST METHOD</li> <li>CRITICAL INCIDENTS METHOD</li> <li>GRAPHIC SCALE METHOD</li> <li>ESSAY METHOD</li> <li>FIELD REVIEW METHOD</li> <li>CONFIDENTIAL REPORT</li> </ol> Signup and view all the answers

MODERN METHODS OF PERFORMANCE APPRAISAL

<ol> <li>MANAGEMENT BY OBJECTIVES (MBO)</li> <li>BEHAVIOURALLY ANCHORED RATING SCALES</li> <li>ASSESSMENT CENTERS</li> <li>360-DEGREE APPRAISAL</li> <li>COST ACCOUNTING METHOD</li> </ol> Signup and view all the answers

FACTORS THAT INFLUENCE PERFORMANCE

<ol> <li>ABILITY</li> <li>ENVIRONMENT</li> <li>MOTIVATION</li> </ol> Signup and view all the answers

PM SHOULD BE

<ol> <li>STRATEGIC</li> <li>INTEGRATED</li> </ol> Signup and view all the answers

The occupational positions a person has had over many years.

CAREER Signup and view all the answers

The process for enabling employees to better understand and develop their career skills and interests, and to use these skills and interests more effectively.

CAREER MANAGEMENT Signup and view all the answers

The lifelong series of activities that contribute to a person’s career exploration, establishment, success, and fulfillment.

CAREER DEVELOPMENT Signup and view all the answers

The deliberate process through which someone becomes aware of personal skills, interests, knowledge, motivations, and other characteristics; and establishes action plans to attain specific goals.

CAREER PLANNING Signup and view all the answers

Careers are no simple progressions of employment in one or two firms with a single profession.

CAREERS TODAY Signup and view all the answers

“Do your best and be loyal to us, and we’ll take care of your career.”

OLD CONTRACT Signup and view all the answers

“Do your best for us and be loyal to us for as long as you’re here, and we’ll provide you with the developmental opportunities you’ll need to move on and have a successful career.”

NEW CONTRACT Signup and view all the answers

a planned learning event in which participants are expected to be actively involved

CAREER PLANNING WORKSHOP Signup and view all the answers

a typical workshop includes self-assessment of important occupational trends, goal setting and action-planning segments.

CAREER PLANNING WORKSHOP Signup and view all the answers

help the employees create 1 to 5-year plans. Help the individual employees to identify their development needs and to obtain the training and networking opportunities.

CAREER COACHES Signup and view all the answers

promotion processes must comply with all the same antidiscrimination laws as do procedures for recruiting and selecting employees or any other HR actions.

ESTABLISH CLEAR GUIDELINES FOR MANAGING PROMOTIONS Signup and view all the answers

This is a move from one job to another, usually with no change in salary or grade.

TRANSFER Signup and view all the answers

a significant issue for employers. This is no longer just about helping current employees slip into retirement.

RETIREMENT PLANNING Signup and view all the answers

involuntary termination of an employee’s employment with the firm.

DISMISSAL Signup and view all the answers

aims to give employers insights into their companies’ strengths and weaknesses so as to improve retention.

EXIT INTERVIEW Signup and view all the answers

In which the employer sends worker home for a time for lack of work. This is usually not a permanent dismissal.

LAYOFFS Signup and view all the answers

It means reducing, usually dramatically, the number of people employed.

DOWNSIZING Signup and view all the answers

Several matters to consider in downsizing:

<ol> <li>Making sure the right people are let go.</li> <li>Compliance with all applicable laws.</li> <li>Executing dismissals in a manner that is just and fair.</li> <li>Security.</li> <li>Reducing the remaining employees’ uncertainty and addressing their concerns</li> </ol> Signup and view all the answers

Layoff Effects

• Deleterious psychological • Physical health outcome Signup and view all the answers

Guidelines for the termination interview:

<ol> <li>Plan the interview.</li> <li>Get to the point.</li> <li>Describe the situation.</li> <li>Listen.</li> <li>Review the severance package.</li> <li>Identify the next step.</li> </ol> Signup and view all the answers

Termination at Will (Procedural steps to avoid wrongful discharge:)

<ol> <li>Have applicants sign the employment application.</li> <li>Review your employee manual.</li> <li>Have written rules listing infractions that may require discipline and discharge.</li> <li>If a rule is broken, get worker’s side of story in front of witnesses and preferably get it signed.</li> <li>Be sure employees get a written appraisal at least annually.</li> <li>Keep careful confidential records of all actions such as employee appraisals and warnings.</li> <li>Ask questions in figure 1.</li> </ol> Signup and view all the answers

Steps to Make Fair Dismissal

<ol> <li>Allow the employee to explain the reason why they did it.</li> <li>Give the full explanations of why and how termination decisions were made.</li> <li>Have a formal multistep procedure and an appeal process.</li> <li>The person who actually does the dismissing is important.</li> <li>Dismissed employees who feel they’ve been treated unfairly financially are more likely to sue.</li> </ol> Signup and view all the answers

Four bases of Dismissal:

<ol> <li>Unsatisfactory performance</li> <li>Misconduct</li> <li>Lack of qualifications for the job</li> <li>Changed requirements of the job</li> </ol> Signup and view all the answers

RETIREMENT PROGRAM STEPS:

<ol> <li>Conduct numerical analysis of pending retirement including demographic analysis.</li> <li>Determine the current average retirement age fir the company’s employees</li> <li>Assessing how retirements will affect the employer’s health care and pension benefits.</li> </ol> Signup and view all the answers

Reasons why employees seek transfers:

• Personal enrichment • More interesting jobs • Greater convenience Signup and view all the answers

TWO TYPES OF JOB WITHDRAWAL

<ol> <li>ABSENCES</li> <li>VOLUNTARY TURNOVER</li> </ol> Signup and view all the answers

STEPS TO BOOST EMPLOYEE RETENTION

<ol> <li>Raise pay</li> <li>Hire smart</li> <li>Discuss careers</li> <li>Provide direction</li> <li>Offer flexibility</li> <li>Use high-performance HR practices</li> <li>Counter-offer</li> </ol> Signup and view all the answers

Tangible costs of turnover:

• Recruiting • Screening • Interviewing • Testing applicant • Wages Signup and view all the answers

Intangible costs of turnover:

• Lost of productivity for new agent • Rework for the new agent’s errors • Supervisory cost for coaching a new agent Signup and view all the answers

A Comprehensive Approach to Retaining Employees

1.Using effective selection techniques 2. Offering professional growth opportunities 3. Providing career direction 4. Offering meaningful work and encouraging ownership of goals 5. Recognition and rewards 6. Culture and environment 7. Promote work–life balance 8. Acknowledge achievements 9. Managing involuntary turnover 10. Talent management and employee retention Signup and view all the answers

Managing Employee Turnover and Retention

• Costs of turnover • Managing voluntary turnover • Reducing voluntary turnover Signup and view all the answers

Long Term Career Goals

• Increase your salary. • Become a leader. • Build your professional network. • Travel globally. • Publish research. • Develop your skill set. • Learn how to use a new tool. • Mentor other professionals • Speak publicly • Earn another degree • Become an expert in your field • Improve your work-life balance • Work for your favourite company • Change careers • Win an award • Write a book • Start a business Signup and view all the answers

Employer Career Management Methods

<ol> <li>CAREER PLANNING WORKSHOP</li> <li>CAREER COACHES</li> </ol> Signup and view all the answers

EMPLOYEE LIFE-CYCLE CAREER MANAGEMENT

<ol> <li>MANAGING PROMOTION</li> <li>MANAGING TRANSFER</li> <li>MANAGEMENT RETIREMENT</li> <li>MANAGING DISMISSALS</li> </ol> Signup and view all the answers

Identify Your Occupational Orientation

• Realistic orientation • Investigative orientation • Social orientation • Conventional orientation • Enterprising orientation • Artistic orientation Signup and view all the answers

Identify Your Career Stage

• Growth stage • Exploration stage • Establishment stage o Trial substage o Stabilization substage o Midcareer crisis substage • Maintenance Stage • Decline Stage Signup and view all the answers

The Employer’s Role in Career Development

• Realistic job previews • Challenging first jobs • Career-oriented appraisals • Job rotation • Mentoring • Networking and interactions Signup and view all the answers

The Basics of Career Management

<ol> <li>CAREER</li> <li>CAREER MANAGEMENT</li> <li>CAREER DEVELOPMENT</li> <li>CAREER PLANNING</li> <li>CAREERS TODAY</li> </ol> Signup and view all the answers

HRM (PREFINAL)

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Questions and Answers

An iterative process of observation and communication to support, retain and develop employees for organization success.

" a Process which contributes to the effective management of individuals and teams in order to achieve high level of organizational performance.”

it is about broader issues and long-term goals.

it should link various aspects of the business, people management ,individuals and teams.

throughout the organization, for individuals, teams and organizational effectiveness.

unless there is continuous development of individuals and teams, performance will not improve

ensuring that individuals are encouraged to behave in away that allow better working relationship.

Why Manage Performance?

Technical skills, interpersonal skills, problem-solving skills, communication skills, physical limitations

Job design, economic condition, unions, rules and policies, management support, laws and regulations

Career ambition, fairness/satisfaction, goals, expectations

PARAMETERS

"a systematic, periodic and so far as humanly possible, an impartial rating of an employee’s excellence in matters pertaining to his present job and to his potentialities for a better job.

OBJECTIVES OF APPRAISAL

PURPOSES OF PERFORMANCE APPRAISAL

CONCEPT OF PERFORMAMCE APPRAISAL

PRINCIPLES OF PERFORMANCE APPRAISAL

An employee is ranked against the other in the working group under this method

ADVANTAGES OF RANKING METHOD

DISADVANTAGES OF RANKING METHOD

It has been developed to be used in a big organization. Each employee is compared with other employees taking only one at a time. The evaluator compares two employees and puts a tick mark against an employee whom he considers a better employee.

ADVANTAGES OF PAIRED COMPARISON METHOD

DISADVANTAGES OF PAIRED COMPARISON METHOD

A method which forces the rater to distribute the ratings of the overall performance of an employee is known as forced distribution method.

Group wise rating is done under this method. This method is suitable to large organizations, but the individual traits could not be appraised under this method.

Certain categories of abilities or performance of employees are defined well in advance to fall in certain grades under this method. Such grades are very good, good, average, poor and very poor. Here the individual traits and characteristics are identified.

The appraisal of the ability of an employee through getting answers for a number of questions is called the method of check list. These questions are related to the behavior of an employee.

A series of groups of statements are prepared positively or negatively under this method, both these statements describe the characteristics of an employee, but the rater is forced to tick any one of the statements either out of positive statements or out of negative statements.

It is also known as linear rating scale. In this method, the printed appraisal form is used to appraise each employee.

The form lists traits (such as quality and reliability) and a range of job performance characteristics (from unsatisfactory to outstanding) for each trait. The rating is done on the basis of points on the continuum. The common practice is to follow five points scale.

An employee’s performance is appraised through an interview between the rater and the immediate superior or superior of a concerned employee.

The rater asks the superiors questions about the performance of an employee; the personnel department prepares a detail report on the basis of this collected information

A copy of this report is placed in the personnel file of the concerned employee after getting approval from the superior.

With easy evaluation technique the nurse manager is employee’s required to describe the performance over the entire evaluation period by writing a narrative detailing the strength and weaknesses of the appraise.

This may be done individually or in a group. Manager and employee meet to discuss the evaluation

Once the manager completes an accurate evaluation of performance, he/she should arrange this interview. This is the first step in employee development. They provide feedback to an employee which enables him to improve his performance in future.

Key behaviors for an appraisal interview

It means management by objectives and the performance is rated against the achievement of objectives stated by the management.

It is a technique which is systematic collection of performance data on an individual group, derived from a number of stakeholders like immediate supervisors, team members, customers, peers and self.

This technique is highly useful in terms of broader perspective, greater self-development and multi-source feedback is useful.

useful to measure inter-personal skills, customer satisfaction and team building skills.

tries to find the relative worth of these assets in the terms of money

COMPONENTS TO BE EVALUATED

PERFORMANCE APPRAISAL-PROCESS

LIMITATIONS OF PERFORMANCE APPRAISAL

The principal obstacles to effective performance appraisal are:

POTENTIAL APPRAISALPROBLEMS

PROCESS OF MBO

MBO Process

FUTURE ORIENTED METHODS

Types of appraisal interview

TRADITIONAL METHODS OF PERFORMANCE APPRAISAL

MODERN METHODS OF PERFORMANCE APPRAISAL

FACTORS THAT INFLUENCE PERFORMANCE

PM SHOULD BE

The occupational positions a person has had over many years.

The process for enabling employees to better understand and develop their career skills and interests, and to use these skills and interests more effectively.

The lifelong series of activities that contribute to a person’s career exploration, establishment, success, and fulfillment.

The deliberate process through which someone becomes aware of personal skills, interests, knowledge, motivations, and other characteristics; and establishes action plans to attain specific goals.

Careers are no simple progressions of employment in one or two firms with a single profession.

“Do your best and be loyal to us, and we’ll take care of your career.”

“Do your best for us and be loyal to us for as long as you’re here, and we’ll provide you with the developmental opportunities you’ll need to move on and have a successful career.”

a planned learning event in which participants are expected to be actively involved

a typical workshop includes self-assessment of important occupational trends, goal setting and action-planning segments.

help the employees create 1 to 5-year plans. Help the individual employees to identify their development needs and to obtain the training and networking opportunities.

promotion processes must comply with all the same antidiscrimination laws as do procedures for recruiting and selecting employees or any other HR actions.

This is a move from one job to another, usually with no change in salary or grade.

a significant issue for employers. This is no longer just about helping current employees slip into retirement.

involuntary termination of an employee’s employment with the firm.

aims to give employers insights into their companies’ strengths and weaknesses so as to improve retention.

In which the employer sends worker home for a time for lack of work. This is usually not a permanent dismissal.

It means reducing, usually dramatically, the number of people employed.

Several matters to consider in downsizing:

Layoff Effects

Guidelines for the termination interview:

Termination at Will (Procedural steps to avoid wrongful discharge:)