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Presentation On Performance Management & Appraisal of The Course Human Resource Management
This document provides an overview of human resource management and performance management processes. It discusses human resource management, including acquiring, training, appraising, compensating, and supporting employees. It then covers performance management and appraisal steps like defining jobs, appraising performance, and providing feedback. Next, it details how to conduct performance appraisal interviews, including different types of interviews and how to handle defensive or critical subordinates. Finally, it gives examples of performance management for some sports entertainers and how their salaries are determined.
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Presentation On Performance Management & Appraisal of The Course Human Resource Management
- 1. Presentation on Human Resource Management Basedon Performance Management & Appraisal
- 2. What we’ll showin this Presentation? • Human Resource Management & Process • Performance Management & Appraisal & Steps • Performance Management & Appraisal Interview • Some Great Sports Entertainers Example based on their performance Management & Appraisal Including Salary
- 3. Human Resource Management& It’s Process
- 4. Human Resource Management •The Process • Process of acquiring • Training • Appraising • Compensating • Employee’s • Attend labor relations,health & family safety
- 5. Human Resource ManagementProcess
- 6. Performance Management &Appraisal & Steps
- 7. Performace Appraisal • Evaluatingan employee’s • Current and or/past relative to his or her performance standard
- 8. Performance Management • TheProcess • The process employers use to make sure employees are working toward organizational goals.
- 9. Performance Management &Appraisal Steps • Defining The Jobs • Appraising performance • Providing feedback
- 10. Performance Management &Appraisal Interview
- 11. Types Of AppraisalInterviews – Satisfactory—Promotable – Satisfactory—Not promotable – Unsatisfactory—Correctable – Unsatisfactory—Uncorrectable •
- 12. How to Conductthe Appraisal Interviews – Talk in terms of objective work data. – Don’t get personal. – Encourage the person to talk. – Don’t tiptoe around.
- 13. How To Handlea Defensive Subordinate – Recognize that defensive behavior is normal. – Never attack a person’s defenses. – Postpone action. • Recognize your own limitations
- 14. How to Criticizea Subordinate – Do it in a manner that lets the person maintain his or her dignity and sense of worth. – Criticize in private, and do it constructively. – Avoid once-a-year “critical broadsides” by giving feedback on a daily basis, so that the formal review contains no surprises. – Never say the person is “always” wrong
- 15. How to ensurethe interview leads to improved performance – Don’t make the subordinate feel threatened during the interview. – Give the subordinate the opportunity to present his or her ideas and feelings and to influence the course of the interview. – Have a helpful and constructive supervisor conduct the interview. – Offer the subordinate the necessary support for development and change. •
- 16. How to handlea formal written warning – Purposes of the written warning • To shake your employee out of bad habits. • Help you defend your rating, both to your own boss and (if needed) to the courts. – Written warnings should: • Identify standards by which employee is judged. • Make clear that employee was aware of the standard. • Specify deficiencies relative to the standard. • Indicates employee’s prior opportunity for correction.
- 17. Example Of SomeSport’s Entertainer Based on their Performance Management & Appraisal with salary
- 30. All Rights ReservedBy Md Nazmul Alam Apu