Staff performance review. Paulo Aguiar, Tallinn, 13/01/2015
|
|
- Elvin Blankenship
- 8 years ago
- Views:
Transcription
1 Paulo Aguiar, Tallinn, 13/01/2015
2 Learning Objectives Develop a staff performance system Identify staff performance components Understand how to relate the staff performance system with recognition mechanisms
3 Expected Outcomes Develop and use effectively a Staff Performance System in your own Organization Manage a list of evaluation performance criteria Develop and use effectively Recognition Mechanisms
4 Types Skills and behaviors checklists Skills and behavioral checklists has a list of criteria that can differ according to the type of position been assessed. This method is considered favorable as the evaluation is done on the basis of individual employee performance. Usually, the checklist is prepared taking into consideration the job description manual.
5 Types Management by objectives This is an objective type of evaluation which falls under modern approach of performance appraisal. In this method appraiser and the employee agree upon specific and obtainable objectives. With this method, the appraiser can define success and failure easily.
6 Types 360 degree appraisal This method involves feedback of the manager, supervisor, team members/peers and outside parties (clients, suppliers and others). In this method of appraisal, employees complete profile has to be assessed. In addition, to assess the employees work performance and technical skill set, an appraiser collects a broad feedback which provides a multi-dimensional picture of performance that can minimize assessment errors.
7 Objectives Compensation decisions It can serve as a basis for pay raises. Managers need performance appraisal to identify employees who are performing at or above expected levels. This approach to compensation is at the heart of the idea that raises should be given for merit rather than for seniority. Under merit systems, employees receive raises based on performance.
8 Objectives Promotion decisions It can serve as a useful basis for job change or promotion. When merit is the basis for reward, the person doing the best job receives the promotion. If relevant work aspects are measured properly, it helps in minimizing feelings of frustration of those who are not promoted.
9 Objectives Training and development programs It can serve as a guide for a suitable training and development program. Performance appraisal can inform employees about their progress and tell them what skills they need to develop to become eligible for pay raises or promotions or both.
10 Objectives Feedback Performance appraisal enables the employee to know how well he is doing on the job. It tells him what he can do to improve his present performance.
11 Objectives Personal development Performance appraisal can help reveal the causes of good and poor employee performance. Through discussions with individual employees, a manager can find out why they perform as they do and what steps can be initiated to improve their performance.
12 General characteristics Reliability and validity Appraisals systems should provide consistent, reliable and valid information. Appraisals must also satisfy the condition of validity by measuring what they are supposed to measure.
13 General characteristics Job relatedness The appraisal technique should measure the performance and provide information in job related activities/areas. Standardization Appraisal forms, procedures, ratings, should be standardized as appraisal decisions affect all employees.
14 General characteristics Practical viability The techniques should be practically viable to administer and possible to implement continuously. Training to appraisers Because appraisal is important and sometimes difficult, it would be useful to provide training to appraisers (set objectives, rating scales, appraisals templates and conducting appraisal interviews).
15 General characteristics Open communication A good appraisal system provides the needed feedback on a continuing basis. The appraisal interviews should allow both parties to learn about the gaps and prepare themselves for future.
16 General characteristics Employee access to results Employees should receive adequate feedback on their performance, so they can perform better. Permitting employees to review the results of their appraisal allows them to detect any errors that may have been made.
17 The development of a staff performance system PLAN Performance appraisal process MONITOR REVIEW AND EVALUATE
18 The development of a staff performance system PLAN Annual corporate objectives, in the 4th quarter of the previous year Job description manual and skills/behaviours matrix (update, if needed) Initial interview, in the beginning of January i. Define the individual objectives ii. Identify the skills/behaviours standards iii. Negotiation and agreement
19 The development of a staff performance system MONITOR Monitor and evaluate progress Take corrective action or make changes, if required Intermediate interviews, if required
20 The development of a staff performance system REVIEW AND EVALUATE Self appraisal Appraisal Annual performance interview, including the analysis of results and improvements Recognition mechanisms
21 Recognition mechanisms Compensations and promotions decisions Perfomance bonuses Alternative rewards: traning opportunities, additional vacation days, vouchers/tickets for events and others
22 The development of a staff performance system GROUP EXERCISE 1: 1. The objective of the exercise is to develop an example of a staff performance system template with 2 components: Objectives Skills/behaviors. 2. Apply the model to a specific position within the organization (3 objectives and 5 skills/behaviours) 45 minutes
23 Thank you for your attention and participation Paulo Aguiar
Designing Your Performance Management System
Designing Your Performance Management System At this point, you should have a good understanding of what performance management is and how it can be used. You should be clear on your goals and have some
More informationPerformance and Potential Appraisal
2011 Performance and Potential Appraisal Martin Zander 2 M. Zander Performance and Potential Appraisal This book has been purchased online on: XinXii.com ebooks & documents from indie authors http://www.xinxii.com
More informationCertified Human Resources Manager VS-1002
Certified Human Resources Manager VS-1002 Certified Human Resources Manager Certification Code VS-1002 Vskills certification in Human Resources assesses the candidate on company s Human Resources needs.
More informationMerit Pay Planning and Implementation Guide
Document 3 Merit Pay Planning and Implementation Guide In This Guide Introduction Compensation Principles for Non Academic Staff Key Considerations Prepare Design Implement Related Policies Training Additional
More information-SQA-SCOTTISH QUALIFICATIONS AUTHORITY HIGHER NATIONAL UNIT SPECIFICATION GENERAL INFORMATION -----------------------------------------
-SQA-SCOTTISH QUALIFICATIONS AUTHORITY HIGHER NATIONAL UNIT SPECIFICATION GENERAL INFORMATION -Unit Number- 6620147 -Superclass- -Title- AJ PERFORMANCE MANAGEMENT -----------------------------------------
More informationCloud based, Continuous Employee Performance Management Software
Cloud based, Continuous Employee Performance Management Software WINNER of Microsoft Code For Honor 2014 Large Enterprise Software What is Synergita? Synergita is a Continuous HR Performance Management
More informationSupervisor s Guide to Performance Management: Performance Evaluation 1
Updated: March 2014 Supervisor s Guide to Performance Management: Performance Evaluation What is Performance Management? Performance management focuses on the supervisor s basic responsibility of encouraging
More informationTHHGLE06B Monitor staff performance
THHGLE06B Monitor staff performance Release: 1 THHGLE06B Monitor staff performance Modification History Unit Descriptor This unit deals with the skills and knowledge required to monitor staff performance,
More informationMCQ s Unit-II: Organizing the Sales Force
MCQ s Unit-II: Organizing the Sales Force 1. involves identifying activities management feels the salespeople should perform to produce the desired results. a. SWOT analysis b. Environmental audit c. Training
More informationTalent management strategy template
Talent management strategy template 2012 Halogen Software Inc. All rights reserved. Halogen, Halogen eappraisal, Halogen ecompensation, Halogen elearning Manager, Halogen esuccession, Halogen e360 Multirater,
More informationProject Human Resource Management. Overview of PMBOK Basics
Human Resource Management Overview of PMBOK Basics Michael R. Williams Ph.D. Professor - College of Business Administration Director Professional Sales Institute Illinois State University Campus Box 5590
More informationManage the performance of probationary employees
Manage the performance of probationary employees Overview Performance management of new employees is important during the probationary period performance gaps identified in this time need to be continually
More informationTod To ay a s Ag enda
1 Today s Agenda o Engagement workgroup recommendations o Training for people managers on performance management o Improve the performance management process o Staff recognition o What can managers and
More informationDHHS POLICIES AND PROCEDURES
DHHS POLICIES AND PROCEDURES Section V: Human Resources Revision History: 7/1/03, 4/1/04 Original Effective Date: 7/1/91 Purpose The purpose is to ensure that all new or promoted supervisors and managers
More informationSALES FORCE MOTIVATION AND COMPENSATION
Learning Objectives: To understand the importance of sales force motivation, compensation for creating enhanced sales, and retention of existing sales persons and attraction of the best talent in the industry.
More informationA RESEARCH PAPER ON STUDY OF EMPLOYEE S PERFORMANCE MANAGEMENT SYSTEM. D. B. Bagul, Ph. D
A RESEARCH PAPER ON STUDY OF EMPLOYEE S PERFORMANCE MANAGEMENT SYSTEM D. B. Bagul, Ph. D Director RJSPM, Institute of Computer and Management Research,Alandi Pune Abstract Managing human resources in today's
More informationChapter 2 Theoretical Framework JOB SATISFACTION OF EMPLOYEES
Chapter 2 Theoretical Framework JOB SATISFACTION OF EMPLOYEES What is employee satisfaction? Employee satisfaction is the individual employee s general attitude towards the job. It is also an employee
More informationNorth Dakota Human Resource Management Services Performance Evaluation
North Dakota Human Resource Management Services Performance Evaluation Performance Evaluation is a multi-purpose tool used to: Measure actual performance against expected performance Provide an opportunity
More informationGrant Programme Guidelines Community Development Grants Programme
Grant Programme Guidelines Community Development Grants Programme Community Development Grants Programme Guidelines Contents Process Flowchart... 3 1. Introduction... 4 1.1. Programme Background... 4 1.2.
More informationXYZ Contractors, Inc.
XYZ Contractors, Inc. 1995 STAFF EMPLOYEE BONUS PLAN PURPOSE The purpose of the XYZ Employee Bonus Plan is to focus the attention and efforts of employees on XYZ's financial and operational goals and to
More informationThe Cornerstone OnDemand 2013 U.S. Employee Report
The Many employers today face the challenge of attracting and retaining top talent with the right skills to move their business forward. What motivates employees and keeps them engaged in their jobs? and
More informationPerformance Appraisal & Reward System (PARS)
Performance Appraisal & Reward System (PARS) Performance Appraisal Performance Appraisal IPM s/goals. - Review of an employee s contributions to the company against set It serve many purposes within an
More informationF. PERFORMANCE APPRAISAL AND DEVELOPMENT SYSTEM
F. PERFORMANCE APPRAISAL AND DEVELOPMENT SYSTEM GENERAL POLICY It is the policy of Scott County to regularly evaluate the work performance of its employees and provide them with relevant feedback to enable
More informationLifestreams Christian Church (LCC) Child Care Centre. Educator/Staff Performance Management Policy
Lifestreams Christian Church (LCC) Child Care Centre Educator/Staff Performance Management Policy Policy Number: /2013 Rationale and Policy Considerations The education and care service understands that
More informationInitiatives Delivering Excellence And Safety Report I.D.E.A.S.
Initiatives Delivering Excellence And Safety Report I.D.E.A.S. Executive Summary This report details the requirements of a scheme to allow interested party s ideas on how we conduct aspects of our service
More informationSELF AUDITING TOOL FOR HUMAN RESOURCE MANAGEMENT THE UNIVERSITY OF WESTERN AUSTRALIA
SELF AUDITING TOOL FOR HUMAN RESOURCE MANAGEMENT THE UNIVERSITY OF WESTERN AUSTRALIA Aim of the Self Auditing Tool To help Schools and other University work areas become more accountable in relation to
More informationPREDICTING SUCCESS BY DEFINING CALL CENTER COMPETENCIES Product No. 10036
PREDICTING SUCCESS BY DEFINING CALL CENTER COMPETENCIES Predicting Success by Defining Call Center Competencies Abstract Receive nuts and bolts, practical information regarding contact center competencies.
More informationPERFORMANCE EVALUATIONS
PERFORMANCE EVALUATIONS INDEX CODE: 707 EFFECTIVE DATE: 07-06-15 Contents: I. Policy II. Objectives of Performance Evaluation III. Elements of the System IV. Responsibilities V. Frequency & Types VI. Utilization
More informationSBBC: JJ-002 FL: 28 THE SCHOOL BOARD OF BROWARD COUNTY, FLORIDA JOB DESCRIPTION. Approved School-based Administrators Salary Schedule
THE SCHOOL BOARD OF BROWARD COUNTY, FLORIDA JOB DESCRIPTION POSITION TITLE: CONTRACT YEAR: PAY GRADE: School Assistant Principal Eleven Months* Approved School-based Administrators Salary Schedule QUALIFICATIONS:
More informationBSB51107 DIPLOMA OF MANAGEMENT
BSB51107 DIPLOMA OF MANAGEMENT SELF ASSESSMENT QUESTIONS AND CHECKLIST FOR GET RECOGNISED WORKSHOP From the BSB07 Business Services Training Package Contact CCWT: Level 4, 699 George Street (Near Ultimo
More information2015 CANADIAN ELECTRICAL CODE UPDATE TRAINING PROVIDER PROGRAM Guidelines
2015 CANADIAN ELECTRICAL CODE UPDATE TRAINING PROVIDER PROGRAM Guidelines Under this program, CSA Group has developed a training program that provides detailed instruction on all major aspects of the CE
More informationModern Performance Management and Next-Generation Recognition and Rewards
Modern Performance Management and Next-Generation Recognition and Rewards Stacia Sherman Garr Senior Analyst, Bersin & Associates Copyright 2011 Bersin & Associates. All rights reserved. About Bersin &
More informationQuick Reference Guide Interactive PDF Project Management Processes for a Project
Project Processes for a Project Click the Knowledge Area title (below and left in blue underline) to view the details of each Process Group. Project Process Groups and Knowledge Areas Mapping Project Process
More informationSales Compensation and Incentives
Sales Compensation and Incentives Question: What are the goals of a compensation plan? Goals of Compensation Motivate AE s to exceed revenue targets Motivate sales of multiple products Drive sales behavior
More informationBUILDING A BETTER PERFORMANCE MANAGEMENT SYSTEM QUARTER
BUILDING A BETTER PERFORMANCE MANAGEMENT SYSTEM QUARTER 1, 2005 Performance management, an organization s approach to developing, recognizing and rewarding employee performance, is a widely discussed and
More informationPERFORMANCE REVIEW POLICY ERJ 6.7.1
PERFORMANCE REVIEW POLICY ERJ 6.7.1 INTRODUCTION Edmund Rice Justice Aotearoa New Zealand Trust s Annual Performance Review process has been designed to provide a vital link between the organisation s
More informationSustainable Growth Rate (SGR) Repeal and Replace: Comparison of 2014 and 2015 Legislation
Sustainable Growth Rate (SGR) Repeal and Replace: Comparison of 2014 and 2015 Legislation Proposal 113 th Congress - - H.R.4015/S.2000 114 th Congress - - H.R.1470 SGR Repeal and Annual Updates General
More informationUsing the logical framework matrix
Using the logical framework matrix Defining the M&E Strategy for a programme/project A logical framework Clearly defined results and risks Performance indicators and means of verification An M&E plan for
More information1. CORPORATE SUPPORT SERVICES DEPARTMENT - HUMAN RESOURCES DIVISION
1. CORPORATE SUPPORT SERVICES DEPARTMENT - HUMAN RESOURCES DIVISION (i) CHIEF MANAGER - COMPENSATION AND BENEFITS, AND HR ADMINISTRATION (Grade KRA 7 ) JOB DESCRIPTION FORM Date: Kenya Revenue Authority
More informationEMPLOYEE PROPOSED COMPENSATION PLAN- Subject of Public Hearing CENTERVILLE CITY SALARY ADMINISTRATION GUIDELINES- FY 2013
EMPLOYEE PROPOSED COMPENSATION PLAN- Subject of Public Hearing CENTERVILLE CITY SALARY ADMINISTRATION GUIDELINES- FY 2013 The City's compensation program is designed to compensate employees fairly, to
More informationChoosing a Performance Management System that Performs
Choosing a Performance Management System that Performs INTRODUCTION Most organizations consider performance assessment processes as being an important employee intervention activity. Most of them have
More informationPERFORMANCE MANAGEMENT SYSTEM
WHITE PAPER BY PATRICIA DAVIS LEADER, PERFORMANCE MANAGEMENT ROBERT W. ROGERS PRESIDENT, DDI WHITE PAPER GETTING THE MOST FROM YOUR 1 GETTING THE MOST FROM YOUR PERFORMANCE MANAGEMENT SYSTEM Is your organization
More informationPI WorldWIde recruitment and retention trends survey Q2 2015
PI Worldwide Recruitment and Retention Trends Survey Q2 2015 Respondent Details Industries Variety of industries, with the majority of respondents from Business Support and Logistics, Education, Finance
More informationOverview. Why EffectiveStaff
Overview Lanteria is a SharePoint based HRM solution that facilitates and automates the entire HR management cycle in a company. The organizes the central storage of all HR information, guides and supports
More informationJob Description. Position: Sales Team Leader. Applicable teams: Import Sales / Export Sales / Airfreight Sales
Job Description Position: Sales Team Leader Applicable teams: Import Sales / Export Sales / Airfreight Sales Version No: 1.0 Date: 03-Jan-2008 Prepared by CEO Description This position is a middle managerial
More informationTotal Rewards for Employees
Total Rewards for Employees Xcel Energy provides Total Rewards to employees: Pay for Time Off 9 % Other Cash Compensation 4 % Health and Welfare Benefits 17 % 60 % Base Compensation Retirement Benefits
More informationMedical Assistant Summary
Page 1 of 5 Date: Jun 30, 2006 Name: Jay Demo ID: 137911 Medical Assistant Summary - Jay acquires new information slower than average - Better suited for roles that do not require complex or quick problem
More informationIntegrating HR & Talent Management Processes
Integrating HR & Talent Management Processes Using Competency Assessment Technology to Attract, Develop, and Retain Talent Succession Planning Human Resource Development Competencies Critical characteristics
More informationHOW TO DESIGN AND IMPLEMENT AN EFFECTIVE PERFORMANCE MANAGEMENT PROGRAM
34 HOW TO DESIGN AND IMPLEMENT AN EFFECTIVE PERFORMANCE MANAGEMENT PROGRAM Kammy Haynes and Warren Bobrow Kammy Haynes, Ph.D. and Warren Bobrow, Ph.D. are principals in The Context Group, a management
More informationThe 7 th Balkan Conference on Operational Research BACOR 05 Constanta, May 2005, Romania IMPORTANT FACTORS FOR SALESPERSON EVALUATION
The 7 th Balkan Conference on Operational Research BACOR 05 Constanta, May 2005, Romania IMPORTANT FACTORS FOR SALESPERSON EVALUATION VESNA DAMNJANOVIC Faculty of Organizational Science, University of
More information6/22/2012. Governance, cost management, transparency and fairness. Does your Performance Management Work? Simone Martina
Governance, cost management, transparency and fairness. Does your Management Work? Simone Martina 1 A Solid Platform Key Features Investment Experience since 1928 Pioneer Fund, the third oldest mutual
More informationBSB51107 DIPLOMA OF MANAGEMENT
BSB51107 DIPLOMA OF MANAGEMENT SELF ASSESSMENT QUESTIONS AND CHECKLIST From the BSB07 Business Services Training Package Contact CCWT: Level 4, 699 George Street (Near Ultimo Road) Sydney NSW 2000 Phone:
More informationUniversity of Washington Career Development Planning Guide
University of Washington Career Development Planning Guide About U-Plan The purpose of the U-Plan is to provide you with tools and information that can help jump start your career progression. U-Plan
More informationOutsourcing Support Services Change Management Toolkit Preview Deck
Outsourcing Support Services Management Toolkit Preview Deck Outsourcing Support Services (OSS) EG-PD-040 Management Toolkit Overview of toolkit Objective The change is designed to 1) assist the Buyer
More informationSales Compensation Practices:
Sales Compensation Practices: The 2012 2013 Special Survey Report Concord, MA Table of Contents Page I. Overview of the Survey and Participants Profile 3 II. How Sales Compensation Plans Are Structured
More informationPERFORMANCE. 9 Out-of-the-box integration with best-in-class social platforms
NetDimensions Performance helps organizations manage performance throughout the year by replacing the traditional annual performance review with an ongoing dialogue between managers and employees, focused
More informationPolicies and Procedures Manual
University of Cincinnati Division of Administration and Finance Policies and Procedures Manual Broadband Program For Project Management Architects Planners Engineers Project Managers Directors Contents
More informationSAMPLE HR AUDIT CHECKLIST
There is so much that can be done to create a dynamic and effective human resources function whether you have an in-house HR professional or not. Ideally, it would be best to gather all the information
More information2015 Group Benefits Advisor Appreciation Program
Appreciation is partnership comprehensive strategic 2015 Group Benefits Advisor Appreciation Program The power of one bonus program to reward your business Life s brighter under the sun Group Benefits
More informationWLUSA Performance Review Process. Human Resources 2015
WLUSA Performance Review Process Human Resources 2015 HISTORY Resulting from 2014 WLUSA Negotiations Desired by both Management and Union bargaining teams First performance review period was from July
More informationIncentive Plan Design and Employee Recognition Programs. June 11, 2008
Incentive Plan Design and Employee Recognition Programs June 11, 2008 Agenda Incentive Plan Design Background Port of Portland s Dive into Incentive Comp Total Rewards Study Outcomes of Study Original
More informationFANSHAWE COLLEGE POLICY MANUAL TITLE: PERFORMANCE PLANNING, REVIEW AND COMPENSATION ADJUSTMENT - ADMINISTRATIVE EMPLOYEES 1-B-25
1. ADMINISTRATIVE POLICIES AND PROCEDURES SECTION B -HUMAN RESOURCES TITLE: PERFORMANCE PLANNING, REVIEW AND COMPENSATION ADJUSTMENT - ADMINISTRATIVE EMPLOYEES 1-B-25 POLICY NUMBER: EFFECTIVE: 2012 04
More information2. Describe this employee s important accomplishments during the past year. Please provide examples.
Supervisor Input Form Date Performance Appraisal Employee Name: Period Reviewed: Section 1: Activities and Accomplishments 1. Please state the primary responsibilities of this employee s position, as you
More informationEveryone agrees that an employee referral is the best way to find great people for your organization. The numbers bear this out.
Tips to improve your Employee Referral Program Opening the doors of opportunity to talented professionals. Everyone agrees that an employee referral is the best way to find great people for your organization.
More informationWelcome to Shark Performance Management Training. Today s training session is designed to provide you with:
Welcome to Shark Performance Management Training. Today s training session is designed to provide you with: An understanding of why performance management is so important at NSU Information on the annual
More informationINTEGRATE CHANGE INTO YOUR WORKFORCE STRATEGIC TALENT MANAGEMENT SOFTWARE SOLUTIONS
INTEGRATE CHANGE INTO YOUR WORKFORCE STRATEGIC TALENT MANAGEMENT SOFTWARE SOLUTIONS WHY TEDS? Fully Integrated TEDS Talent Management Solutions are fully integrated, allowing information to be shared among
More informationThank you for taking the opportunity to participate in this module on Getting Ready for Performance Evaluations.!s you know, the University has
Thank you for taking the opportunity to participate in this module on Getting Ready for Performance Evaluations.!s you know, the University has released a new system wide policy on performance evaluations.
More informationUSING A SELF-ASSESSMENT IN FINDING THE RIGHT PERSONAL ASSISTANT
2 USING A SELF-ASSESSMENT IN FINDING THE RIGHT PERSONAL ASSISTANT by: Ed Turner u INTRODUCTION Finding a qualified (PA) begins with the employee with a disability doing a self-assessment. The self-assessment
More informationRecognition of Prior Learning (RPL) Kit. BSB51107 Diploma of Management
Recognition of Prior Learning (RPL) Kit BSB51107 Diploma of Management Applicant: Date: Diploma of Management RPL Kit 1 Applicant declaration: I have completed the following RPL application kit and acknowledge
More informationWorkers Compensation Claims Supervisor
Career Service Authority Workers Compensation Claims Supervisor Page 1 of 6 GENERAL STATEMENT OF CLASS DUTIES Supervises and directs the work of a unit of claims adjusters. DISTINGUISHING CHARACTERISTICS
More informationHow To Get A Project Manager Diploma
Self Assessment Checklist & Questions Diploma in Management RPL Portfolio BSB51107 Diploma of Management RPL Portfolio Self-Assessment Checklist and Questions Self Assessment Checklist & Questions Diploma
More informationwww.scottish-enterprise.com Andrew Ingram Innovation and Enterprise Services R&D grants/smart: SCOTLAND
Andrew Ingram Innovation and Enterprise Services R&D grants/smart: SCOTLAND R&D Grant Single company or collaborative projects Companies of all sizes (and research orgs in collaborative projects only)
More informationWSU TRAINING AND DEVELOPMENT PLAN
WSU TRAINING AND DEVELOPMENT PLAN Washington State University (WSU) will provide training in accordance with WAC 357-34. WSU s Training and Development Plan will be based on an assessment of the organization
More informationSECTION 1 POSITION DETAILS. Classification: Executive Level 1 Salary $94,445 - $104,254* Enabling Services
Thank you for considering the advertised vacancy: Financial Accountant Reference No: 15/1023 We appreciate your interest and, if successful, you will not only be provided with a unique opportunity to join
More informationDirectory of Personal Information Banks
Directory of Personal Banks 1. Business Continuity Various departments within the AESO. Name, home and cellular telephone numbers, email addresses, areas of responsibility, organizational charts, workspace
More informationThe Essentials of Employee Onboarding! Presented by Drew Stevens!
The Essentials of Employee Onboarding! Presented by Drew Stevens! Worker Productivity! Worker productivity is a large issue that can stunt an organizationʼs growth.! Too busy! Lack of funds! Lack of time!
More informationRunning head: PERFORMANCE MANAGEMENT SYSTEMS
Performance Management Systems 1 Running head: PERFORMANCE MANAGEMENT SYSTEMS Performance Management Systems in Organizations: An effective method of managing employee performance Shannon D. Pellet The
More information1. Overall, how satisfied are you working for The Company? Extremely Dissatisfied. Very Dissatisfied. Somewhat Dissatisfied.
Gathering information on employee satisfaction, this survey focuses on how employees feel about their job description, position within the company, relationships with colleagues and superiors, advancement
More informationHRM. Human Resource Management Rapid Assessment Tool. A Guide for Strengthening HRM Systems. for Health Organizations. 3rd edition
HRM Human Resource Management Rapid Assessment Tool for Health Organizations A Guide for Strengthening HRM Systems 3rd edition . Human Resource Management Rapid Assessment Tool Copyright 2005, renewed
More informationDeveloping a Role s Key Accountabilities: Laying a Foundation for Performance, Satisfaction and Results
Developing a Role s Key Accountabilities: Laying a Foundation for Performance, Satisfaction and Results Different managers have different methods of communicating expectations and delivering employee performance
More informationDepartment of Human Resources. Performance Management An introduction
Department of Human Resources Performance Management An introduction 1 Contents 1. What is Performance Management 3 2. Key principles 5 3. Tools and Resources 7 4. Performance Management 8 Health Check
More informationBrazil's Payroll Taxes. Presented by Antonio Ferreira DBS Partner
Brazil's Payroll Taxes Date: June 2011 Presented by Antonio Ferreira DBS Partner About DBS Partner Agenda Company s CEO Antonio Ferreira (Presenter) Legal Concepts Basis of Calculation Employees Calculations
More informationAn Assessment of the Performance Evaluation System Used to Evaluate Teachers in Secondary Schools in Meru Central District-Kenya
Doi:10.5901/ajis.2014.v3n6p199 Abstract An Assessment of the Performance Evaluation System Used to Evaluate Teachers in Secondary Schools in Meru Central District-Kenya Karuntimi Lucy Karuru Department
More informationTotal Rewards at Eaton
Total Rewards at Eaton You give us your best. We ll reward you well. This brochure provides an introduction to Eaton s Total Rewards Philosophy and explains the following aspects: Your Total Rewards: Pay,
More informationHuman Resources Training
Human Resources Training Performance Management Training Module 2: Managing Employee Performance March 2010 Objectives By the end of this module participants will be able to: Describe the elements of a
More informationSuccess Factors application for Performance Management implementation in INA Group
Success Factors application for Performance Management implementation in INA Group Vjekoslav Golubović, Compensation and HR Operations Department Director Nives Raič, Compensation and Benefits Expert Coordinator
More informationLet Your Call Center Customer Service Representatives be a Judge!
Let Your Call Center Customer Service Representatives be a Judge! Written and Researched By Mike Desmarais, President of SQM Group Page 1 INTRODUCTION One of the best places to start improving both customer
More informationSITXHRM006A Monitor staff performance
SITXHRM006A Monitor staff performance Revision Number: 1 SITXHRM006A Monitor staff performance Modification History Not applicable. Unit Descriptor Unit descriptor This unit describes the performance outcomes,
More informationPERFORMANCE MANAGEMENT WORKSHOP. Guidelines for Supervisors
1 PERFORMANCE MANAGEMENT WORKSHOP Guidelines for Supervisors 2 Your ability as a manager is measured by what your employees do. ~Ferdinand F. Fournies, 2000. What is the function of a manager? 3 Getting
More informationState of Washington Supervisors Guide to Developing Operational Workforce Plans. Updated December 2008
State of Washington Supervisors Guide to Developing Operational Workforce Plans Updated December 2008 Table of Contents Introduction... 3 What Is Workforce Planning?... 3 Workforce Planning Strategy Areas...
More informationEnvironment Sustainability & Highways
Job Title: ICT Contract Manager Job Grade: Band 5 Directorate: Environment Sustainability & Highways Job Reference Number: P01265 The Role The ideal candidate for this role would be a perceptive, technically
More information8 APPRAISING AND IMPROVING PERFORMANCE
CHAPTER 8 8 APPRAISING AND IMPROVING PERFORMANCE A major function of human resources management is the appraisal and improvement of employee performance. In establishing a performance appraisal program,
More informationGetting The Most Out of the Performance Management System. Human Resources 2015
Getting The Most Out of the Performance Management System Human Resources 2015 Purpose of Today s Training Help employees prepare to write and participate in a high quality performance appraisal. Agenda
More informationPERFORMANCE APPRAISAL GUIDE
PERFORMANCE APPRAISAL GUIDE University Human Resources, Rutgers University - 1 - Directions for Conducting Performance Appraisals Purpose An annual performance appraisal is required for all eligible administrative,
More informationPERFORMANCE APPRAISAL EMPLOYEE GUIDE
PERFORMANCE APPRAISAL EMPLOYEE GUIDE TABLE OF CONTENTS INTRODUCTION...3 THE PERFORMANCE APPRAISAL FORM...4 Performance Factors...4 Performance Levels...4 Performance Appraisal Rating...5 Appraiser s Overview
More informationAOM Example Question Paper and Mark Schemes
AOM Example Question Paper and Mark Schemes Please be aware the live examinations are taken at a Pearson Vue test centre and the layout will be different to this example paper. During live examinations
More informationProcess and Results. The Twin Challenges of Performance Management
Process and Results The Twin Challenges of Performance Management By Dennis E. Coates, Ph.D. A large, exclusive retirement community began using performance appraisal several years ago. Although the completed
More informationManagement System: Office of Human Resources Program Description: EMCBC Career and Leadership Development Program
Management System: Office of Human Resources Program Description: EMCBC Career and Leadership Development Program Issue Date: 11/8/13 Revision Number: 1 Management System Owner: Assistant Director, Office
More informationNever confuse effort for results. If you're measuring effort as progress, you're not measuring the right thing
Module VI: Establishing Goals & Managing Employee Performance INTRODUCTION Never confuse effort for results. If you're measuring effort as progress, you're not measuring the right thing Anonymous What
More information