human resource management lecture-42. staffing hrm functions employee & labor relations safety...

Human Resource Human Resource ManagementManagement

Lecture-42

Staffing

HRMFUNCTIONS

Employee& Labor

Relations

Safety &Health

Compensation& Benefits

Human Resource

Development

Training & Development

Orientation Training

Topics covered in employee Orientation

program

Introduction

Job Duties

Organizational Issues

Employee Benefits

Training

A process whereby people acquire

capabilities to aid in the achievement of

organizational goals.

“The Peach was once a bitter almond; cauliflower

is nothing but cabbage with a college education”

Phases of Training

1.Needs assessment

a)“What’s the issue?”

2.Design of training

a)“What content will address it?”

3. Delivery of traininga) “How will the training be

given?”4. Evaluation

a) “How will we know its effect?”b)“Did it work?”

Training Methods

Lecture

Case method

Simulations

Internships

Mentoring

Discussions

Games

Role playing

Computer-based

Video training

Workplace TrainingMethods

IndividualizedIndividualized

Off-the-JobOff-the-JobOn-the-JobOn-the-Job

Transfer of TrainingTransfer of Training

From Classroom To Job

Learning Principles

Participation

Repetition

Relevance

Transference

Feedback

RememberRememberHearHear & seeHear, see, & do

Improves remembering

Human Resource Development

(HRD)

Training is part of HRD.

Training & Development

Organization Development

Career Development

HRD

Training for the present,

Educating for the future,

Developing to lead.

Training vs. DevelopmentTraining vs. Development

Training

Development

Current Jobs

Future Jobs

CareerCareer

Performance

Performance =A*E*SA: AbilityE: EffortS: Organizational Support

Why Do We Care?

OpportunityMotivation

Performance = f (Ability, Motivation, Opportunity)

Ability

PERFORMANCE

Performance Appraisal

The ongoing process of evaluating and managing

both the behavior and outcomes in the workplace.

What’s in performance

evaluation system?

Organization...Organization...

•WHYWHY is performance is performance measured? (use)measured? (use)

•WHATWHAT is measured? is measured? (criteria)(criteria)

•HOWHOW is it measured? is it measured?

•WHOWHO measures measures performance? performance?

•WHENWHEN is it is it measured? (timing)measured? (timing)

•WHYWHY is performance is performance measured? (use)measured? (use)

•WHATWHAT is measured? is measured? (criteria)(criteria)

•HOWHOW is it measured? is it measured?

•WHOWHO measures measures performance? performance?

•WHENWHEN is it is it measured? (timing)measured? (timing)

Objectives of Performance Appraisal

Evaluation Developmental

What to evaluate?

Traits

Behaviors

Task Outcomes

Appraisal process

Determine performance requirements.

Choose an appropriate appraisal method.

Train supervisors.

Discuss methods with employees.

Appraise according to Job standards.

Discuss appraisal with employees.

Determine future performance goals.

Performance Appraisal methods

Rating Scales•Graphic Scales

Comparative Methods•Ranking•Forced Distribution•Paired Comparison

Critical Incidents •Annual Review•Checklist•Behaviorally Anchored Rating Scale (BARS)

EssayMBOCombination Methods

Who Should Do the Rating?

Supervisor

Subordinates

Peers

Team

CustomersSelf

Common Rater Errors in PA’s

Supervisory Bias

Halo Effect

Central Tendency

Leniency

Strictness

Recency

Overall Rating