Professional Documents
Culture Documents
Performance Management Presentation
Performance Management Presentation
Performance Management Presentation
Management &
Rewards
Performance Management
2. Supervisor Recommendation
3. Job Posting
Supervisor Recommendations
- When a supervisor needs to fill a certain
vacancy in his unit, he is in his best position to identify
the person who fits the job.
Job Posting
- a method of internal recruitment in which a job
vacancy notice is posted and all qualified employees
may bid.
1. Employee referrals
2. Applicant-initiated recruitment
3. Help-wanted advertisements
5. Campus recruiting
Employee referrals
- is a method of recruitment in which
organization ask their employees to solicit applications
from qualified friends and associates
Applicant-initiated Recruitment
- is a method of external recruitment in which an
organization accepts unsolicited applicants or resumes
from individuals interested in working for the
organization
Help-wanted Advertisement
- Is a method of external recruitment in which
an organization places an advertisement for the
position in the appropriate media such as newspaper,
magazine, and the like
Campus recruiting
- In which the organization’s recruiter visit
various college and university campuses to recruit
individuals for positions requiring a certain degree
1.1. Internships
- are opportunities for students to gain real world
experiences. They are often offered during summer breaks and
may be with or without payment.
1.2. Apprenticeships
- involve learning a trade from an experienced work.
Career Stages:
Establishment Stage
Advancement Stage
Maintenance Stage
Retirement Stage
Career Plateau
Structural Plateau
Content Plateau
Life Plateau
2. Behaviors
3. Traits
1. Absolute Standards
2. Relative Standards
3. Objectives
Essay Appraisal
- An appraiser writes a narrative about the
employee. The employee’s strengths and weaknesses
are described and recommendations for development
are indicated.
Checklist
- the evaluator uses a list of behavioral
descriptions and checks off those behaviors that apply
to the employee
Advantage:
-reduces some bias since the rater and the scorer
are different.
Disadvantage:
- when there are many job categories, a checklist
of items must be prepared for each job categories and
that is costly in terms of materials and time consumed.
Advantage:
-practical and cost little to develop.
Disadvantage:
-it does not clearly indicate what a person must do
to achieve a given rating.
-it does not provide a good mechanism for providing
specific, nonthreatening feedback.
-accurate ratings are not likely to be achieved
because the points on the rating scale are not clearly
defined.
Forced-choice Appraisal
- The rater must choose between two or more
specific statements about an employee’s work behavior.
The supervisor or others familiar with the ratee’s
performance evaluate how applicable each statement
is. Oftentimes the statements are ranked from most to
least descriptive.
Individual Ranking
Paired Comparison
Individual Ranking
- this method requires the evaluator merely to
list the employees in order from highest to lowest.
Paired Comparison
- subordinates are placed in all possible pair
and the supervisor must choose which of the two in
each pair is the better performer.
Example:
Pedro vs. Juan Pedro vs. Maria Juan vs. Maria
Pedro vs. Josefa Juan vs. Josefa Josefa vs. Maria
Goal Setting
- the individual objectives are set based on the
organization’s overall objectives. These goals are
agreed upon and then become the standards by which
the employee’s results will be evaluated.
Action Planning
- realistic plans are developed to attain the
objectives.
Self- Control
- refers to the systematic monitoring and
measuring of performance.
Periodic Reviews
- are the means used to determined whether
there is a need for correction action.
Halo Error
-occurs when a rater assigns ratings on the basis
of overall impression (positive or negative) of the
person being rated.
Leniency Error
- this is a rater’s tendency to give relatively high
ratings to virtually everyone .
Recency Error
- a biased rating that develops by allowing the
individual’s most recent behavior to speak for his/her overall
performance on a particular dimension.
1. Intrinsic or extrinsic
2. Financial or nonfinancial
Intrinsic Reward
are those that the workers from the job itself,
such pride in one’s work, feeling of accomplishment
or being part of a team.
Extrinsic Rewards
are those that workers get from the employer,
usually money, promotion or benefit.
Financial Rewards
are those that enhance an employee’s financial
well-being.
Membership-based Rewards
refer to those given that are given to all
employees regardless of performance.