Professional Documents
Culture Documents
Human Resource Policies and Practices: Eighteen
Human Resource Policies and Practices: Eighteen
Human Resource
Policies and
Practices
Assessment Centers
A set of performance-simulation tests designed
to© 2007 Prentice
evaluate Hall managerial potential.
a candidate’s
Inc. All rights reserved.
Training
Training and
and Development
Development Programs
Programs
Basic
BasicLiteracy
Literacy Technical
Technical
Skills
Skills Skills
Skills
Types
Typesof of
Training
Training
Problem
ProblemSolving
Solving Interpersonal
Interpersonal
Skills
Skills Skills
Skills
E-training
E-training Formal
FormalTraining
Training
Individual
Individualand
and
Off-the-Job
Off-the-Job
Training Group
GroupTraining
Training Informal
InformalTraining
Training
Training
Methods
Methods
On-the-Job
On-the-Job
Training
Training
Readings
Readings Lectures
Lectures
Learning
Learning
Styles
Styles
Participation
Participationand
and
Experiential
Experiential Visual
VisualAids
Aids
Exercises
Exercises
Individual
IndividualTask
Task Behaviors
Behaviors
Outcomes
Outcomes
Performance
Performance
Evaluation
Evaluation
Traits
Traits
© 2007 Prentice Hall
Inc. All rights reserved.
Performance
Performance Evaluation
Evaluation (cont’d)
(cont’d)
Who Should Do the Evaluating?
Immediate
Supervisor
Peers
Self-Evaluation
Immediate
Subordinates
© 2007 Prentice Hall
Inc. All rights reserved.
The primary objective of the 360- 360-Degree
360-Degree
degree performance evaluation is
to pool feedback from all of the Evaluations
Evaluations
employee’s customers.
Written Essay
A narrative describing an employee’s strengths,
weaknesses, past performances, potential, and
suggestions for improvement.
Critical Incidents
Evaluating the behaviors that are key in making the
difference between executing a job effectively and
executing it ineffectively.
X
Completely Fully
Unaware Informed
© 2007 Prentice Hall
Inc. All rights reserved.
Methods
Methods of
of Performance
Performance Evaluation
Evaluation (cont’d)
(cont’d)
Behaviorally Anchored
Rating Scales (BARS) Passes next examination
and graduates on time.
Scales that combine major
elements from the critical Pays close attention and
incident and graphic rating regularly takes notes.
scale approaches: The
appraiser rates the employees Alert and takes
based on items along a occasional notes.
continuum, but the points are Stays awake in class
examples of actual behavior on but is inattentive.
a given job rather than general
descriptions or traits. Gets to class on time,
but nods off immediately.
Individual Ranking
An evaluation method that rank-orders employees
©from
2007best to worse.
Prentice Hall
Inc. All rights reserved.
Suggestions
Suggestionsfor
for Improving
ImprovingPerformance
PerformanceEvaluations
Evaluations
Use
Usemultiple
multipleevaluators
evaluatorsto
toovercome
overcomerater
raterbiases.
biases.
Evaluate
Evaluateselectively
selectivelybased
basedon
onevaluator
evaluatorcompetence.
competence.
Train
Trainevaluators
evaluatorsto
toimprove
improverater
rateraccuracy.
accuracy.
Provide
Provideemployees
employeeswith
withdue
dueprocess.
process.
Work
Work -- Life
Life Conflicts
Conflicts
Time-based Flextime
strategies Job sharing
Part-time work
Leave for new parents
Telecommuting
Closing plants/offices for special occasions