...Employee Selection Process and Performance Appraisal Methods in the Workplace: Effective Methods and Recommendations for Happier Employees Jeremiah Lawrence Ethical Leadership Orgn & SOC DMBA 610 9040 11/9/2014 EXECUTIVE SUMMARY This paper will delve into the employee selection process and the various performance appraisal methods used by different companies. Gerard C. Eakedale has once said “recognition is the greatest motivator.” Human Resources Departments are aware of this and have implemented the appropriate methods to incorporate their appreciation and gratitude to employees when they go above and beyond the call of duty to improve their work performance. This paper will analyze the methods used at my current company of employment and recommend improvements that can contribute to improving the workplace performance. Employee selection processes are a company’s way of finding out who would be the best candidate for the specific position they are trying to fill. Whether it be from one simple phone interview or multiple interviews with different managers of the company, different businesses come up with what they believe to be the most effective way to find someone to fill a position and must follow the procedure. This procedure is put into place so that there will be no confusion or risks of any favoritism, bias, illegal, or biased behavior going into the process. Additionally, employees working for a company want to feel appreciated for all of their hard...
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...date Teacher Trends and Challenges Paper In the world of business the use of performance management systems or annual performance appraisals is one that is viewed differently by each organization and management team. Although these two methods have some of the same characteristics, they also contrast in many ways. Performance appraisals can be an effective tool for organizations but along with many business techniques can be problematic. Another important method that should be practiced by organizations is the management of turnover rates. A swinging door of employees leaving and entering can quickly become a costly routine for an organization. In this, the organization must make sure the employee is respected, treated fairly, and given an opportunity to speak his or her concerns. In a business world with labor laws employers have more competition of safe and friendly work environments. Safety and health management must be made a priority in all organizations. Safety and health regulations are put in place by laws and it is management’s job to ensure they are understood and followed regularly. These are just some of the responsibilities and challenges of management and will continue to change. Management should take steps to prepare for certain future challenges that may arise. Management system versus annual performance appraisals Performance management systems and annual performance appraisals are two controversial topics in management and organizations. Although the two...
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...Fda Business Management Year 2 Performance Management BS203 Ian Spruce An appraisal is a tool which is used by many, if not all, businesses which helps review each employee’s progress and overall job role for the company. The use of an appraisal can help communicate the businesses corporate objectives to the employee explaining what these objectives are, how they affect the business and how the employees can reflect on and enable these objectives to be met. The understanding of these and communication of these goals can be used as an indicator of what individual goals and objectives need to be set for each staff member. The overall intention of an appraisal is to help individuals move forward and progress and voice any problems that could be occurring from both sides of either management or the employee. The form of an appraisal will often adopt Demings’ cycle of; plan, act, monitor, review. (Deming, PDCA cycle) This theory relates to the progression of employees and the process that is often used in appraisals. The use of appraisals is a tool which is used within performance management. Performance management is the overall management that reviews and oversees the performance of employees and ensures that goals and objectives are met. An appraisal is a key tool in performance management to help ensure that these goals and plans are met. The use of an appraisal can often cause a difference in opinion; some dread the bureaucratic process whereas some believe that...
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...as your personnel file or payroll, will be kept private and only the necessary employees will have access. Any information that is released will be done on a need to know basis only. As an employee, it is your responsibility to maintain the privacy of our clients and any information you may receive throughout the workweek. You will also have information about our daily operations. These also are not to be shared with anyone. Depending on your position with our company, you may receive confidential information regarding other employees that is not to be shared with others. It is of highest importance that privacy is maintained during all aspects of work. Privacy Rights & Privacy Protection The right to privacy in the workplace is not a guaranteed right in the Constitution. However, in the Supreme Court ruling on Griswold v. Connecticut, (381 U.S. 479 (2965).), the Court held that a Connecticut statute restricting a married couple’s use of birth control devices unconstitutionally infringed on the right to marital privacy. Therefore, the right to privacy became an inferred...
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... Running head: Performance Appraisals and Positive Psychology 2 Abstract The following paper will give valuable information regarding performance appraisal. It will also give example of personal experience with evaluations. Next the strengths and weaknesses of the evaluation process will be incorporated into the paper. Lastly strategies to improve the performance appraisal process in your workplace for a more positive experience in the future. Running head: Performance Appraisals and Positive Psychology 3 Many companies conduct evaluations during specific times of the year. During this time, the employee has a meeting with their supervisor. Several things are discussed during this meeting; job performance, attendances as well as goals if applicable. This evaluation is available to the employee and a copy is also placed in their personnel file. Performance appraisals should be conducted during this time. At my current place of employment, we have monthly one on one meeting with employees as well as end of the year evaluation. The monthly meetings are to allow employees to see how they are performing, give positive feedback and advise if their is room for improvement. We have what is called performance management central. This is where everything is recorded. The employees has the opportunity to speak on their accomplishment throughout the year and list any desire for advancement within the company. The end of the...
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...of the environment within the organization or company, compensations and benefits for the employee’s, human resources developments, human resources planning, recruitment, and selection in that organization or company, EEO and affirmative action’s for that organization or company. Organizations and companies that use performance appraisals can help their employees grow and understanding the positive and negatives about their job performance within that organization or company. This also give the employee, the supervisor, the Vice President, and he Human Resources a critical feedback formal feedback mechanism on an annual basis, however these discussions should not be restricted solely to a formal annual review (www. wpi.edu./Admin/HR performance-apprasial.com). Organizations that use environmental scanning, labor market analysis –forecasting, internal analysis forecasting, gap analysis, developing HR plans-strategies, and HR strategy implementation- assessment can have positive or negative results when it comes to employee performance appraisal in an organization. The performance appraisal is a review and a discussion of an employee's performance of assigned duties and responsibilities. The appraisals are based on results obtained by the employee in his/her job, not on the employee's personality characteristics. The appraisal measures skills and accomplishments with reasonable accuracy and uniformity. It provides a way to help identify areas for performance enhancement and to...
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...Preface: Conducting Performance Management; Developing an Approach to Total Compensation; Using Performance Based – Pay to Achieve Strategic Objectives; Providing Benefits and Services; Promoting Workforce Safety and Health; Understanding Unionization and Collective Bargaining. At this work we present scrupulous analyses of such aspects as Performance Management and its divisions, the definition of Total Compensation and the aspects based on it, the way of achieving Strategic objectives using performance based pay, Introducing benefits and services, maintaining the workforce and Safety and Healthy and finally understanding Unionization and Collective Bargaining. In this work we will describe and scrupulously analyze more chapters than usual, given in the book “Managing Human Resources” 10th Edition, by Susan E. Jackson, Randall S. Schuler and Steve Werner, as these are the last chapters, introduced to us by the authors. In this case we will try to give adequate interpretation and analyses to the main concerns that appear in the related book. And finally, at the end of the essay we will answer the questions, related to this exam. The questions are: 1 Should companies offer a uniform “package” of benefits, or should they move to a flexible plan that allows employees to choose the benefits that are most meaningful to them (up to a specific, pre-established dollar amount)? 2 What are some key issues to consider...
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...Performance Management Jasmine Sims HRM 500 Human Resource Management Foundations Jo-Rene Queensberry December 3, 2014 Sometimes company have experienced a significant reduction in earnings, resulting in the layoff of a number of retail sales associates due to the economic downturn. On a positive not some business seems to be rebounded, however with every business there is always concerns with performance, but there are always recommend ways to increase sales and customer service. This paper will express how implementing a performance management system may help modify employee behavior and improve results it will also examine performance management issues and processes and the influences on and various approaches to compensation. It is very important to have a job description for retail associates. Job description is very necessary to describe the most significant components necessary for the job both internally and externally (Chandler, 2005). Retail Salesperson Job Responsibilities: Serves customers by helping select products. Retail Salesperson Job Duties: Welcomes customers by greeting them; offering them assistance. Directs customers by escorting them to racks and counters; suggesting items. Advises customers by providing information on products. Helps customer make selections by building customer confidence; offering suggestions and opinions. Documents sale by creating or updating customer profile records. Processes payments by totaling...
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...consequences. Interpersonal conflict arising from supervisors, colleagues, and client interactions is a form of stress commonly found at work (Kuhns, 2008). Recently, increasing interest has sparked research towards abusive supervision and its negative consequences. Empirical research has found that abusive supervision leads to increased turnover, less favorable attitudes, increased conflict between relationships, and lower in-role and extra-role behaviors (Tepper, 2000). Abusive supervision is a “subordinate’s perception of the extent to which their supervisors engage in the sustained display of hostile verbal and nonverbal behaviors, excluding physical contact” (Tepper, 2000, p. 178). It is considered a form of counterproductive workplace behavior which is opposite to the organization’s interests (Hoobler & Brass, 2006). Abusive supervision is perceptual in nature and based on an individual’s subjective assessment (Tepper, 2001). That is, some individuals may view their supervisor’s behavior as abusive in one situation and non abusive in another. Furthermore, two subordinates may differ in their assessment of a common supervisor’s actions. When confronted with abusive supervisory behaviors, subordinates may be unwilling to admit that they have experienced abusive supervision by their supervisors, while others may exaggerate their supervisor’s hostility. Abusive supervision has a downward influence effect (Tepper, Duffy, & Shaw, 2001). A supervisor’s negative actions...
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...HROB 2100 Selecting, Retaining, and Motivating Employees Within the Workplace The topic of human resource and understanding organizational behaviors has been becoming more and more relevant, important, and crucial to the underlying success of a business. That is why more and more businesses today are adapting and implementing the practice of HR programs and organizational behaviors. Expanding on the thought of HR programs and organizational behaviors, they both stem from the managerial position and each managerial position within a business is responsible for integrating and incorporating these HR and OB theories and practices. As a manager, you would integrate both of these theories and create a foundation that becomes a guideline to be based on selecting, retaining, and motivating your employees. However before these guidelines are made, they are all determined and influenced by the company’s particular structure, culture, and strategy, which is different for all businesses and an example of this can be found virtually in any business operation. Therefore if I were the manager of a business the matters of selecting, retaining, and motivating employees would depend on the type of business I was working for, their specific culture, structure, and strategy. For example Hoover (2009) Disney is the world’s second largest conglomerate and only second to Time Warner’s (p.1-2), which easily affirms and attests to the success of their business, when you look at a business like...
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...the Legal Aspects of Performance Management Ben France The importance of understanding the legal issues involved in performance management and the performance appraisal process have grown in the past few years as a result of the globalization of the world’s economy, and as a result of companies and organizations trying to become more productive at a lower cost. Most cases over the last few years have focused on the performance management process, and its ability to withstand legal scrutiny. Organization’s performance management systems are viewed as a test by the court system, and as they are used to make staffing decisions, merit decisions, and separation decisions, the systems themselves must be designed to minimize the chances of discrimination. In the present paper, the elements of the performance management system are examined as a foundation to help recognize the aspects of the process that are subject to litigations, and to help reduce problems that could result in legal disputes. In the Manager’s Guide to HR (Muller, 2009), the legal issues involved in the performance management process can be minimized by the proper planning, design, understanding, and actions involved in a well-designed process. “Proper preparation and structuring of a performance evaluation can transform it from a confrontation into a worthwhile collaboration between you, the employer, and the employee.” (Muller, 2009) The starting point of a legally sound performance management system...
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...D2 Performance management is the process of management that contributes to the effective management of individuals and teams to achieve high levels of organisational performance. Some see performance management as performance related pay schemes and others as the performance appraisal systems. In simple terms, performance management provides the means for people to improve their performance or apply their abilities more constructively. Performance Indicators This is used by businesses to measure their employee’s performance in several ways in the organisation. Brook Hospital can measure employee’s performance by looking into how services are provided to the patients by staff, the number of patients they deal with in a certain time limit. It is difficult for an organisation like Brook Hospital to measure performance as they belong to the service sector. However, the government has been setting targets in recent years. By using performance indicators they will be able to outline their future strategy. The NHS uses appraisal systems on their employees. The primary aim of the appraisal scheme is to identify personal and professional development and educational needs, with the ultimate aim of improving clinical performance and patient care. Doctors and their managers can sit down and review their targets. Doctors in training are subject to annual workplace appraisals in the same way as fully qualified consultants and GPs, and this can cause some overlap in practice with the...
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...Best Practice Manual for Supervisors This manual is intended to help new supervisors with knowing what is needed to be done within the company. It is set up to show them how to implement and maintain the best work place and programs as is necessary in supervisory responsibilities. This manual is aimed at turning the prevailing and standards and ethics into practical and profitable so that objectives of the organization may best be achieved. 1. Demonstrating Communication Skills. When being a supervisor or manager communication is a key role in everything that is done within the company. Supervisors must pay particular attention to building effective and efficient communication between themselves and others around them. Much of the company time is spent on communication both oral and written. Doors must be open for employees to share innovative ideas that should be freely discussed for possible utilization. A supervisor should maintain what is called an “open-door” policy. This is so all employees feel free to communicate with their supervisor and other people in management. In doing this it lets relations start among the supervisors and employees. It’s important for supervisors to communicate with their employees about things on the schedules, when meetings are going to be and other things that may be on the agenda. Feedback is another important tool as supervisors to use with their employees. A supervisor needs to offer specific and constructive feedback...
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...comprehensive plan will allow additional improvements in the workplace. Accomplishing objectives effectively and implementing suggested practices for the workplace is crucial. Background and Objectives of Organization Riordan Manufacturing Company has its dealings in the manufacturing industry. Riordan produces plastic injections. The company products are from new technology and developed processes. In the global business environment, Riordan’s market share has increased and grown because of its designing capabilities. The quality measures of the company products are advanced. The objective for the company is to remain in a stable competitive position within the dynamic business environment. Improvement in the level of revenue is something the company can obtain while establishing quality products for their customers. The objective is to change its inventory management system. The company employs more than 500 employees currently while also maintaining its current revenues. This is excessive effort from employees. To maintain the current growth level, an effective comprehensive growth plan is a requirement for the staff members. Influence of Organizational Behavior on its Effectiveness In the previous five years, Riordan Manufacturing has shown effective organization performance. Past performance from the company shows the evidence. The revenue has increased substantially within the last five years. Company strategy has influenced...
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...Performance Management Plan Damon E. Furbush, Sr. University of Phoenix HRM/531 Mr. William Wood 29 January 2014 Introduction A performance management plan is a system where the leaders in the firm has to set a standard of professionalism and making sure that the employee are trained, maintain fairness and equality and making sure the mission have been completed. According to the United States Army Performance Management Plan, the Army Performance Management Plan is a system that create an integrative pay, performance, and awards systems that improve the organizational and an individual effectiveness to accomplishment of Army goals and mission. The United States Army Management Performance Plan of and is made up of the Performance Program and the Awards programs and the within-grade increase plan. (U.S. Army TAPES Performance, 2013). Alignment of the performance management framework to the organizational business strategy. In the alignment of the employee performance management framework within the Organizational business strategy, employers need to use right tools to succeed in the strategy of the aligning performance management. The performance management solutions of today, provide a set...
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