All Rights ReservedDefining the Employee’s Goals and Performance Standards... All Rights ReservedImproving Performance: HR as a Profit Center Setting Performance Goals at Ball Corporatio
Trang 1Human Resource Management
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Learning Objectives (1 of 2)
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Learning Objectives (2 of 2)
engagement.
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I.
Describe the appraisal process.
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Basics of Performance Appraisal
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Why Appraise Performance?
Five reasons:
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Defining the Employee’s Goals and Performance Standards
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Improving Performance: HR as a Profit Center
Setting Performance Goals at Ball Corporation
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Improving Performance: HR Tools for Line Managers and Small Businesses
How to set Effective Goals
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Who Should Do the Appraising?
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II.
Discuss the pros and cons of at least eight
performance appraisal methods.
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Techniques for Appraising Performance (1 of 2)
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Techniques for Appraising Performance (2 of 2)
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Computerized and Web-Based Performance Appraisal
Many employers today make use of
computerized or online appraisals for
evaluating employee performance.
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Electronic Performance Monitoring
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Additional Techniques
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Trends Shaping HR: Customized Talent Management
Appraisal Methods being Customized
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Improving Performance: The Strategic Context
TRW’s New Global Performance Appraisal / Management System
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III.
Give examples of potential appraisal problems and
how to deal with them.
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Dealing with Rater Error Appraisal Problems
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Diversity Counts The Problem of Bias
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The Need for Fairness (1 of 4)
Figure 9-10 Checklist of Best Practices for Administering Fair Performance Appraisals
• Base the performance review on duties and standards from a job analysis.
• Try to base the performance review on observable job behaviors or objective performance data.
• Make it clear ahead of time what your performance expectations are.
• Use a standardized performance review procedure for all employees.
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The Need for Fairness (2 of 4)
employee’s job performance.
• Either use multiple raters or have the rater’s supervisor evaluate the appraisal results.
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The Need for Fairness (3 of 4)
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The Need for Fairness (4 of 4)
procedure to use, how problems (like leniency and strictness) arise, and how to deal with them.
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Know Your Employment Law
Appraising Performance
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IV.
List steps to take in the appraisal interview.
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Managing the Appraisal Interview
• Appraisal Interview – an interview in which the supervisor and subordinate review the
appraisal and make plans to remedy deficiencies and reinforce strengths.
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How to Conduct the Appraisal Interview
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Guidelines to Conducting the Appraisal Interview
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How to Handle a Defensive Subordinate
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How to Criticize a Subordinate
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How to Handle a Formal Written Warning
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V.
Explain key points in how to use the appraisal interview to boost employee engagement.
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Employee Engagement Guide for Managers
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VI.
Explain how you would take a performance
management approach to appraisal.
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Performance Management
• Performance Management – is the continuous process of identifying, measuring, and
developing the performance of individuals and teams and aligning their performance with the organization’s goals.
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Total Quality Management and Performance Appraisal
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What is Performance Management?
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Trends Shaping HR: Digital and Social Media
Digital Technology use in Performance Management
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Improving Performance: HR Practices Around the Globe
Performance Management at General Dynamic Armament Systems (GDAS)
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The Managers Role in Performance Management
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Chapter 9 Review
What you should now know….
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