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May 9, 2024
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Performanc
e Appraisal Proposal
H
R
Group 6: Lauren Murphy, Jammie Dillon, Jacquelyn Huston, Lyric Ceaser, Gerson Jackson Jr
HCS/341
December 18,2023
James Kinneer
AGENDA
I.
Overview
II.
A summary of the performance appraisal process
III.
The cadence and expectations of the process
IV.
The benefits of this performance appraisal process
V.
Anticipated challenges with the performance appraisal process and how they will be overcome
VI. Summary
VII.References
VIII.Questions
Human resources slide 2
H
R
Human resources slide 3
Overview
EMPLOYEES ARE MOTIVATED BY:
Text
Text
Text
Text
STRATEGY HUMAN RESOURCES:
Text
STRATEGY HUMAN RESOURCES:
Text
STRATEGY HUMAN RESOURCES:
Text
H
R
Human resources slide 4
The raters are usually given surveys/questionaries to complete that help management determine the employee’s performance strengths and weaknesses. The data collected will determine which aspects of performance need improvement, which will then be clearly communicated with the employee.
The manager and employee will collaborate ideas and form an action plan to improve performance.
Management will then provide frequent performance feedback and monitor the employee’s progress.
HUMAN RESOURCES H
R
The 360 Degree Appraisal Process
What is the 360 Degree Employee Appraisal Process?
It’s a collective and unbiased employee appraisal that includes evaluations from several people (raters) who work with the employee to give management an overall opinion of their performance.
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Related Questions
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a. sketch the document depicting Job Analysis, Job Description and Man Specification for the front level salesperson and Director Sales
b. Considering the continual rains situation for the front-end sales personnel, sketch ACMEE document
c. Identify the factors pertaining to the company that influence
i. Sales Force' Compensation Package for front-end salesperson
ii. Sales Force' Motivational Plan for front-end salesperson
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Your answer must contain:
Reasons of conducting Job analysis
Types of Job Analysis Method
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1. In designing the Compensation Package
2. Justify the need for the chosen job positions
3. Justify the theories, policies, and procedures used and recommendations suggested
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1. The employee dress code is:
A. Often necessary for safety issues
B. A legally required policy
C. Both Often necessary for safety issues and A legally required policy
D. None of these
2. Indirect benefits include:
A. Monetary benefits
B. Non-monetary benefits
C. Mandatory benefits
D. Cafeteria benefits
3. Employees should begin taking advantage of retirement planning:
A. As soon as they start working
B. In their 30s
C. In their 40s
D. After age 55
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Q. As an associate member of the institute of human resources, you have been invited to give a Presentation on employee benefits. Briefly outline your presentation under the following subheadings1. Justification for employee benefits2. statutory benefits and their importance3. Factors considered in benefit planning4. d)Effective administration of benefits
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ently
ganizatons, they are often uncomfortable and can leave both the manager and the employee
feeling unsatisfied. This activity is important because performance appraisals are a key way to provide employees with the feedb.
they desire about how theyre doing on the job, and managers need to understand how to use this tool properly.
The goal of this exercise is to challenge your knowledge of the two kinds of employee performance appraisal.
First, hover over each term to read a brief description of a characteristic of a type of performance appraisal. Next,
click and drag each term to the figure to indicate whether it is a characteristic of either an objective or a subjective
performance appraisal. Careful-not all of the terms will be dragged to the figure.
Crकषde
Objective Performance
Appraisal
Often
Subjective Performance
Appraisal
Designed
Observable
Based
Validity
Subject
Challenge
Focus
Track
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Pls explain in brief... How can organizations support managers and supervisors in conducting effective performance evaluations?
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Which of the following describes the general manager’s decision to ensure employees are trained and ready to move up in the organization?
Question 2 options:
a)
Job specification
b)
Employment agreement
c)
At will employment
d)
Succession planning
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Performance appraisal; training need assessment and disciplinary procedures are aspects of.
A. Marketing control
B. Human resource control
C. Information technology control
D. Financial control
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Performance Appraisal includes:-
Question 19Answer
a.
Top down assessments
b.
Annual Appraisal
c.
Focus on quantified objectives
d.
All of the above
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