Pharmacy Administration Presentation PDF

PERFORMANCE APPRAISAL & COLLECTIVE BARGAINING  OUR TEAM Ackelio Henry Moya Daley Rushell McLean Debra Fagon Christina Harris  01 02 03 04 What is...

PERFORMANCE APPRAISAL & COLLECTIVE BARGAINING  OUR TEAM Ackelio Henry Moya Daley Rushell McLean Debra Fagon Christina Harris  01 02 03 04 What is Why is Performance Advantages of Disadvantages of Performance Appraisal Performance Performance Appraisal? Important? Appraisal Appraisal 05 06 07 08 What is The Process Benefits of Challenges of Collective Involved in Collective Collective Bargaining? Collective Bargaining Bargaining Bargaining PERFORMANCE APPRAISAL  WHAT IS PERFORMANCE APPRAISAL? Performance appraisal is a systematic process through which an employee’s job performance is evaluated, usually by their manager or supervisor. It involves assessing an employee's skills, achievements, and growth over a specific period relative to the goals and expectations of the organization.  WHY IS PERFORMANCE APPRAISAL IMPORTANT? 1. Goal Alignment: Ensures that employee efforts align with the organization's strategic 4. Decision Making: Informs decisions on objectives. promotions, rewards, compensation, and terminations, ensuring that these decisions are 2. Feedback & Improvement: Helps employees made fairly and based on merit. understand their performance and how they can improve. It provides a formal avenue for 5. Motivation & Engagement: When done communication between supervisors and correctly, appraisals can boost employee morale employees. and engagement by recognizing achievements and setting clear expectations for future 3. Employee Development: Identifies areas for performance employee growth and development, aiding in future training and career progression plans.  METHODS OF PERFORMANCE APPRAISAL 360-Degree Management by Rating Scales Feedback Objective Collects performance Employees and Employees are feedback from managers set specific rated on a scale supervisors, peers, objectives together, (e.g., 1-5) based subordinates, and and performance is on specific sometimes clients evaluated based on criteria the achievement of Pros: these objectives Pros: Simple to Comprehensive, implement and multi-perspective Pros: Encourages quantify view of performance goal alignment and clear expectations Cons: Cons: Time- Subjective, consuming, may lead Cons: Ignores might be to biased feedback qualitative aspects of lacking in performance subtlety  METHODS OF PERFORMANCE APPRAISAL Self-Assessment Peer Review Behavioural Observation Scales Relies on the An employee reflects feedback of fellow Evaluates on their personal coworkers to performance based performance and measure on observable identifies their performance behaviors. strengths and weaknesses. Pros: Peers best Pros: Focuses on understand an specific, Pros: May give employee’s measurable employer a good strengths and actions. sense of strengths weaknesses Cons: Requires Cons: employee may Cons: Personal detailed exaggerate their feelings may observation and performance interfere with can be labor- objective intensive. feedback  ADVANTAGES OF PERFORMANCE APPRAISALS Clarifies Improves Enhances Movitates Promotes Performance Expectations Employees Communication Accountability By identifying areas of Encourages open Recognizing Employees are held improvement, it Provides employees accomplishments accountable for their dialogue between enables targeted with clear guidance through appraisals can performance, fostering interventions for skill employees and on what is expected managers, fostering boost morale and drive a sense of development. from them. better working better performance responsibility. relationships.  DISADVANTAGES OF PERFORMANCE APPRAISALS Bias and Subjectivity Stress for Employees Time-Consuming Inconsistency Managers may have Negative appraisals can Can be resource- Appraisals can vary unconscious biases create anxiety intensive and time- significantly between consuming managers, leading to unequal treatment of employees COLLECTIVE BARGAINING  WHAT IS COLLECTIVE BARGAINING? Collective bargaining is the process of negotiation between employees (or their unions) and management to establish wages, working conditions, benefits, and other employment terms. How Does It Work? Union Representation: Employees are represented by unions or elected representatives. Negotiation Process: Both sides present their proposals, discuss terms, and aim to reach a mutual agreement. PREPARING FOR COLLECTIVE BARGAINING Negotiation Strategies Organizations must come prepared with well-defined goals, clear priorities, and alternative solutions Good Faith Discussions Both parties must negotiate in good faith, maintaining transparency and open communication throughout the process Understanding Labour Laws Compliance with labor laws and regulations is essential to avoid legal issues and ensure fair treatment  The Process of Collective Bargaining Negotiation Agreement Formal talks begin A collective with each side agreement is presenting demands drafted and signed and discussing if both sides reach a counterproposals consensus Preparation Bargaining Ratification Both sides prepare Both sides compromise The agreement is by gathering data, to find common ground presented to union understanding legal on issues like wages, members or benefits, and working stakeholders for frameworks, and conditions approval establishing priorities.  BENEFITS OF COLLECTIVE BARGAINING FOR EMPLOYEES Better Wages and Improved Working Job Protection Stonger Voice Benefits Conditions Collective agreements.Provides employees Agreements often reduce the risk of with a unified voice, Employees can arbitrary dismissal or allowing them to negotiate for fair include terms for safe unfair disciplinary address workplace wages, health work environments, actions issues effectively. benefits, and reasonable hours, and job security. retirement plans. IMPACT ON ORGANIZATIONAL STABILITY Reductions in Strikes Collective agreements often prevent labor strikes by addressing disputes through negotiation, rather than confrontation Legal Protection Clearly defined terms reduce the likelihood of legal disputes over employment terms Operational Continuity Stable labour relations prevent disruptions in operations, improving productivity and business continuity  BALANCING POWER BETWEEN EMPLOYEES AND EMPLOYERS Unified Negotiation Fairer Negotiations LONG-TERM ADVANTAGES FOR ORGANIZATIONS Higher Retention Rates: Improved Employee Relations Predictable Labor Costs CHALLENGES IN COLLECTIVE BARGAINING 01 Impasses Disagreements on key issues like wages or working conditions can lead to negotiation deadlocks 02 Power Dynamics Employers may have more resources, while unions rely on collective action, creating tension 03 Differing Expectations Employees may push for maximum benefits, while organizations focus on controlling costs, creating potential conflict  UNION BUSTING An illegal attempt by management to prevent employees from exercising their legal right to unionize Common Tactics Employer starts Delays making promises Hiring a union busting Forced meetings Launching an astroturf consultant or agency campaign against the union  HOW DO PERFORMANCE APPRAISALS AND COLLECTIVE BARGAINING COMPLEMENT EACH OTHER IN A WORKPLACE? Linking Appraisals to Compensation and Promotion Performance appraisals inform decisions about pay raises, promotions, or bonuses. In the context of collective bargaining, unions can ensure that appraisals are directly tied to fair compensation structures that are negotiated collectively For example, unions can negotiate pay scales or bonus Removing bias through collective bargaining, unions can negotiate objective performance standards that are measurable and agreed upon by the employees and management. These standards can be incorporated into the performance appraisal process to make evaluations more transparent and consistent across the workforce.  HOW DO PERFORMANCE APPRAISALS AND COLLECTIVE BARGAINING COMPLEMENT EACH OTHER IN A WORKPLACE? Improving Employee-Management Relations-Collective bargaining facilitates dialogue between employees through unions and management, ensuring that both sides' interests are considered. In tandem, performance appraisals provide direct feedback from management to employees. Protecting Employees' Rights- through collective bargaining, unions can establish protections that ensure appraisals are not used as tools for discrimination, retaliation, or favoritism. This complements the appraisal process by holding management accountable for conducting appraisals fairly.  References Aguinis, H. (2019). Performance Management for Dummies. John Wiley & Sons. Armstrong, M. (2017). Armstrong's Handbook of Performance Management. Kogan Page. Bamber, G. J., Lansbury, R. D., & Wailes, N. (2016). International and Comparative Employment Relations: National Regulation, Global Changes. Sage Publications. Bernardin, H. J. (2017). Human Resource Management: An Experiential Approach. McGraw-Hill Education. Budd, J. W. (2004). Employment with a Human Face: Balancing Efficiency, Equity, and Voice. Cornell University Press. Cutcher-Gershenfeld, J. (2000). Knowledge-Driven Work: Unexpected Lessons from Japanese and United States Work Practices. Oxford University Press. Dessler, G. (2020). Human Resource Management. Pearson. Edwards, P. (2003). The Employment Relationship: Key Themes and Future Directions. Industrial Relations Research Association.  References Freeman, R. B., & Medoff, J. L. (1984). What Do Unions Do? Basic Books. Katz, H. C., Kochan, T. A., & Colvin, A. J. (2015). An Introduction to Collective Bargaining and Industrial Relations. McGraw-Hill. Lewicki, R. J., Saunders, D. M., & Barry, B. (2016). Negotiation. McGraw-Hill. Noe, R. A., et al. (2019). Fundamentals of Human Resource Management. McGraw-Hill Education. Shah, S. M., & Shah, S. M. A. (2019). Performance Appraisal in the Modern Day Workplace. Journal of Human Resources.