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P E N SA TIO N A N D SA F ET Y
COM P ENSATION
ORMANCE AP P RAISAL , COM
IN G E M P LO Y E E S: PE RF
REWARD
CL UD ING JO B E V A L U A T IO N
IN
PURPOSE
THE PURPOSE OF THIS PRESENTATION IS AS
FOLLOWS:
TO EXPLAIN PERFORMANCE APPRAISAL,
TO DISCUSS COMPENSATION, AND
TO ELUCIDATE WHAT IS JOB EVALUATION.
LEARNING OBJECTIVES
THE APPRAISER:
THE EXPERTS IN THE SUBJECT HAVE SPECIFIED FOUR
IMPORTANT CRITERIA THAT MUST BE SATISFIED TO
BECOME A PERFORMANCE APPRAISER (KREITNER AND
KINICKI, 1992) –
ABLE AND WILLING TO OBSERVE THE BEHAVIOURS
AND PERFORMANCE OF THE APPRAISAL AT WORK.
PERFORMANCE APPRAISAL PROCESS
BEHAVIOURAL APPROACH
WRITTEN ESSAYS
CRITICAL INCIDENTS
GRAPHIC RATING SCALE (GRS)
BEHAVIOURALLY ANCHORED RATING SCALE
(BARS)
METHODS OF PERFORMANCE APPRAISAL
INDIVIDUAL RANKING
PAIRED COMPARISON
GROUP ORDER RANKING
360 DEGREE FEEDBACK
METHODS OF PERFORMANCE APPRAISAL
WRITTEN ESSAYS : THESE ARE WRITTEN NARRATIVES DESCRIBING AN
APPRAISEE’S STRENGTHS, WEAKNESSES, PAST PERFORMANCES, FUTURE
POTENTIAL AND SUGGESTIONS FOR IMPROVEMENT.
CRITICAL INCIDENTS: IN THIS METHOD THE APPRAISER FOCUSES
ATTENTION ON THOSE KEY FACTORS WITHIN THE WHOLE ARRAY OF
FACTORS IN THE APPRAISEE’S BEHAVIOUR
THAT RENDERS THE PERFORMANCE EFFECTIVE OR INEFFECTIVE
METHODS OF PERFORMANCE APPRAISAL
GRAPHIC RATING SCALE (GRS): UNDER THIS METHOD A SET OF PERFORMANCE STANDARD
CRITERIA IS DEVELOPED .
THESE STANDARDS ARE USUALLY RELATED TO SUCH FACTORS AS QUANTITY AND QUALITY OF
WORK, THE EXTENT OF KNOWLEDGE RELATED TO JOB TASKS, ATTENDANCE, INITIATIVE AND
LOYALTY .
ONCE THESE CRITERIA ARE DETERMINED, A DECISION IS MADE ON THE SCALE TO BE USED
FOR EVALUATING EACH CRITERION ESTABLISHED.
GROUP ORDER RANKING : THIS IS THE METHOD BY WHICH THE EMPLOYEES ARE CATEGORISED
AFTER EVALUATION INTO GROUPS SUCH AS TOP 5%, THE NEXT 15% AND SO ON.
THIS TAKES AWAY THE NEED TO RANK ORDER EACH AND EVERY INDIVIDUAL.
360 DEGREE FEEDBACK: THIS METHOD USES MULTIPLE APPRAISERS THAT INCLUDE
SUPERVISORS, SUBORDINATES AND TARGET PERSONS.
THE POINT SYSTEM: MOST JOB EVALUATION PLANS USE THE POINT SYSTEM
FOR TWO REASONS –
• IT IS MORE SOPHISTICATED THAN THE RANKING AND CLASSIFICATION
SYSTEMS.
• IT IS RELATIVELY MORE EASY TO USE.
THE POINT SYSTEM REQUIRES EVALUATORS TO QUANTIFY THE VALUE OF THE
ELEMENTS OF THE JOB.
MANCE AP PR AISAL, CO MP ENSATION INCLUDING
RFOR
REWARDING EMPLOYEES: PE JOB EVALUATION
COMPENSATION
COMPENSATION
OBJECTIVE OF COMPENSATION
THE OBJECTIVE OF COMPENSATION SYSTEM IS EQUITABLE TO
THE EMPLOYER AND EMPLOYEE ALIKE, SO THAT THE EMPLOYEE IS
ATTRACTED TO THE WORK AND MOTIVATED TO DO A GOOD JOB
FOR THE EMPLOYER.
CRITERIA FOR AN EFFECTIVE COMPENSATION
POLICY
EXECUTIVE PAY
EXECUTIVE PERKS
BONUSES
WHAT ARE EMPLOYEE BENEFITS?
THUS EMPLOYEES ARE ABLE TO DECIDE WHICH BENEFITS THEY PREFER AND HOW TO
BALANCE THE AMOUNT OF CASH PAID TO BENEFITS.
BASIC TYPES OF BENEFITS
TELEPHONE COST
DISCOUNT, OR THE PROVISION OF INSURANCE
PRIVATE HEALTH CARE, DENTAL TREATMENT AND EYE TESTS
CRECHES
BASIC TYPES OF BENEFITS