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美國(guó)研究生課程-薪酬管理-basesforpay22022/10/31美國(guó)研究生課程-薪酬管理-basesforpay2美國(guó)研究生課程-薪酬管理-basesforpay22022/1/HR-Solutions-ChallengeJuly2013WinnerWhatadvicedoyouhaveforarecentcollegegraduatewhowantstobreakintoHR?Somanyentry-leveljobsrequireHRexperience.Howcananewgraduategainexperience?JobNote美國(guó)研究生課程-薪酬管理-basesforpay2/HR-Solutions-Chal2LearningObjectivesIdentifythevalueofperformance evaluationsResponsibilitiesinaperformance appraisalsystemExaminetypesofperformance appraisalsystemsPerformanceappraisalobservationsIdentifytypesofratererrors美國(guó)研究生課程-薪酬管理-basesforpay2LearningObjectivesIdentifyt3ValueofPerformanceEvaluations
MotivateemployeestoperformbetterHelpemployeesidentifywaysinwhich theycandevelopandgrowImprovetherespectemployeeshavefor theirmanagersFostergoodcommunicationsbetween managerandemployeeIdentifypoorperformersandguidethem backontrack
Documentingpoorperformanceasa tooltolawfullyandfairlyterminate employmentifperformancedoesn’t improve(Ifdoneproperly)美國(guó)研究生課程-薪酬管理-basesforpay2ValueofPerformanceEvaluatio4TheCompanyCreatesstrategicplanProvidessupport&resourcesTheManager
IdentifiesjobrequirementsObserves&documentsemployeeperformanceProvidesongoingfeedbacktotheemployeeProvidessupport&resourcesManager&EmployeetogetherIdentifyjobgoalsCreateactionplansformeetinggoalsEngageinongoingdialogueaboutperformanceTheEmployee
Listensto&actsonfeedbackfromthemanagerPerformsbymeetingrequirements&goalsProvidesfeedbackabouttheworkenvironmentResponsibilitiesinaPerformanceAppraisalSystem美國(guó)研究生課程-薪酬管理-basesforpay2TheCompanyCreatesstrategic5Manager’sPerspectiveOnPerformanceAppraisalsToomuchpaperworkUncomfortableroledifferentiatingperformanceDealingwithpoorperformersWhatarewereallytryingtodetermine?DifferencesinperformancebetweenemployeesHowmuchtopayemployeesImproveemployeeperformanceMonitorprogressagainstgoals美國(guó)研究生課程-薪酬管理-basesforpay2Manager’sPerspectiveToomuch6GenerallyAcceptedPurposesOfPerformanceAppraisalsAdministrativeEmployeeGrowth&DevelopmentLegalReasonsConflictAdministrative
NeedtodifferentiatebetweenindividualsTiedtopayincreasesEmployeeDevelopmentImproveperformance美國(guó)研究生課程-薪酬管理-basesforpay2GenerallyAcceptedPurposesAd7HR’sRoleinthePerformanceAppraisalProcess
DevelopmentFulfillit’sroleofoptimizingthe utilizationofpersonnelwithin theorganization
AdministrativeDevelopingsystemsandprocesses tosupporttheachievementof strategicbusinessgoals美國(guó)研究生課程-薪酬管理-basesforpay2HR’sRoleinthePerformanceD8Bayer’sPerformanceAppraisalSystem美國(guó)研究生課程-薪酬管理-basesforpay2Bayer’sPerformance美國(guó)研究生課程-薪酬9PerformanceAppraisalSystemsTraitsystemsComparisonsystemsBehavioralsystemsGoal-orientedsystems美國(guó)研究生課程-薪酬管理-basesforpay2PerformanceAppraisalSystems10TraitSystemsCharacteristicsTraitsystemsRatersevaluateeachemployee’straitsorcharacteristics.QualityofworkJudgmentQuantityofworkLeadershipresponsibilityDependabilityDecision-makingabilityCooperationCreativityInitiative美國(guó)研究生課程-薪酬管理-basesforpay2TraitSystemsCharacteristicsT11TraitAppraisalExample美國(guó)研究生課程-薪酬管理-basesforpay2TraitAppraisalExample美國(guó)研究生課程12Comparisonsystems
Employee’sperformanceevaluated againsttheperformanceofother employees.RatesandranksperformanceTypesForceddistributionPairedcomparisonsComparisonSystems
美國(guó)研究生課程-薪酬管理-basesforpay2ComparisonsystemsComparisonS13ForcedDistributionExample美國(guó)研究生課程-薪酬管理-basesforpay2ForcedDistributionExample美國(guó)研14PairedComparisonExample美國(guó)研究生課程-薪酬管理-basesforpay2PairedComparisonExample美國(guó)研究生15BehavioralSystemsBehavioralsystemsRateemployeesontheextenttowhichtheydisplaysuccessfuljobperformancebehaviors.Types:Critical-incidenttechnique(CIT)Behaviorally-anchoredratingscales(BARS)Behavioralobservationscales(BOS)美國(guó)研究生課程-薪酬管理-basesforpay2BehavioralSystemsBehaviorals16CriticalIncidentTechnique(CIT)
Employeesandsupervisorsidentifyandlabeljob behaviorsandresultsSupervisorsobserveandrecordRequiresextensivedocumentationCriticalIncidentsExample美國(guó)研究生課程-薪酬管理-basesforpay2CriticalIncidentTechnique(C17Behaviorally-AnchoredRatingScales(BARS)Basedon8–10expectedjobbehaviorsEmployeesratedonabilitytoperformeachbehaviorRatingshighlydefensibleEncouragesallraterstomakeevaluationsinsimilarwaysBehaviorally-AnchoredExample美國(guó)研究生課程-薪酬管理-basesforpay2Behaviorally-AnchoredBasedon18BehavioralObservationScales(BOS)Documentspositiveperformancebehaviorson jobdimensionsEmployeesratedonexhibitedbehaviorsRatingsaveragedforoverallratingBOSExample美國(guó)研究生課程-薪酬管理-basesforpay2BehavioralObservationDocume19Goal-orientedSystemsGoal-orientedsystemsTypicallyusedtoevaluateemployees’
progresstowardstrategicplanningobjectives.Management-by-ObjectivesSupervisorsandemployeessetobjectivesHighlyeffectivetechniqueRatedonhowwellobjectivesaremetMainlyforprofessionalsandmanagers美國(guó)研究生課程-薪酬管理-basesforpay2Goal-orientedSystemsGoal-orie20Features&AdvantagesofMBOMotivation–involvingemployeesingoalsetting andincreasingemployeeempowermentand satisfactionandcommitment
BetterCommunication&Coordination– increasesinteractionsandhelpsmaintain relationshipswhileworkingtowardcommongoals
ClarityofGoals–employeeshaveahigher commitmenttoobjectivestheyhelpsetand arelinkedtotheorganization’sobjectives美國(guó)研究生課程-薪酬管理-basesforpay2Features&AdvantagesofMBOM21SettingSMARTObjectivesEveryobjectivemustmeetthesecriteria:IsitSpecific?IsitMeasurable?IsitAppropriate?IsitRealistic?IsitTime-bound?美國(guó)研究生課程-薪酬管理-basesforpay2SettingSMARTObjectivesEvery22ObjectivesforYear-Example美國(guó)研究生課程-薪酬管理-basesforpay2ObjectivesforYear-Example23360DegreePerformanceAppraisalorMulti-ratedFeedbackIncludedirectfeedbackfromanemployee's subordinates,peers,andsupervisor(s), aswellasaself-evaluationCanalsoincludefeedbackfromexternalsources, suchascustomersandsuppliersorother interestedstakeholdersProvidesabroaderperspectiveonemployeesHelpstoimproveemployeeperformancebecause ithelpstheemployeeseedifferent perspectivesoftheirperformanceAppropriateforworkteamevaluations美國(guó)研究生課程-薪酬管理-basesforpay2360DegreePerformanceApprais24360DegreeEvaluationExample美國(guó)研究生課程-薪酬管理-basesforpay2360DegreeEvaluation美國(guó)研究生課程-薪25MajorTypesofRaterErrorsBiaserrorsContrasterrorsErrorsofcentraltendencyErrorsofleniencyorstrictness美國(guó)研究生課程-薪酬管理-basesforpay2MajorTypesofRaterErrorsBi26BiasErrorsFirst-impression effectPositivehaloeffectNegativehaloeffectSimilar-to-meeffectIllegaldiscriminatory biasesContrastErrorsSupervisorcompares employees’
performancesto otheremployees, nottoexplicit performance standardsWhatifthebestemployeeisaverage?美國(guó)研究生課程-薪酬管理-basesforpay2BiasErrorsFirst-impression 27CentralTendencyErrorsSupervisorsrateall employeesasaverageUsuallyoccurswhenonlyextreme behaviors requiredocumentationLeniencyorStrictnessErrorsLeniencyerrors-
managersrateemployees’
performancesmorehighlythanthey wouldratethemusingobjectivecriteriaStrictnesserror-supervisorsrate employees’performancelowerthanthey wouldratethemusingobjectivecriteria美國(guó)研究生課程-薪酬管理-basesforpay2CentralTendencyErrorsSuperv28LearningObjectivesIdentifythevalueofperformance evaluationsResponsibilitiesinaperformance appraisalsystemExaminetypesofperformance appraisalsystemsPerformanceappraisalobservationsIdentifytypesofratererrors美國(guó)研究生課程-薪酬管理-basesforpay2LearningObjectivesIdentifyt29LearningExercise#3AssignmentAppraisingPerformanceatPrecisionCaseStudy–StrategicCompensationTextPage74美國(guó)研究生課程-薪酬管理-basesforpay2LearningExercise#3Appraising30演講完畢，謝謝聽(tīng)講!再見(jiàn)，seeyouagain3rew2022/10/31美國(guó)研究生課程-薪酬管理-basesforpay2演講完畢，謝謝聽(tīng)講!再見(jiàn)，seeyouagain3rew31美國(guó)研究生課程-薪酬管理-basesforpay22022/10/31美國(guó)研究生課程-薪酬管理-basesforpay2美國(guó)研究生課程-薪酬管理-basesforpay22022/32/HR-Solutions-ChallengeJuly2013WinnerWhatadvicedoyouhaveforarecentcollegegraduatewhowantstobreakintoHR?Somanyentry-leveljobsrequireHRexperience.Howcananewgraduategainexperience?JobNote美國(guó)研究生課程-薪酬管理-basesforpay2/HR-Solutions-Chal33LearningObjectivesIdentifythevalueofperformance evaluationsResponsibilitiesinaperformance appraisalsystemExaminetypesofperformance appraisalsystemsPerformanceappraisalobservationsIdentifytypesofratererrors美國(guó)研究生課程-薪酬管理-basesforpay2LearningObjectivesIdentifyt34ValueofPerformanceEvaluations
MotivateemployeestoperformbetterHelpemployeesidentifywaysinwhich theycandevelopandgrowImprovetherespectemployeeshavefor theirmanagersFostergoodcommunicationsbetween managerandemployeeIdentifypoorperformersandguidethem backontrack
Documentingpoorperformanceasa tooltolawfullyandfairlyterminate employmentifperformancedoesn’t improve(Ifdoneproperly)美國(guó)研究生課程-薪酬管理-basesforpay2ValueofPerformanceEvaluatio35TheCompanyCreatesstrategicplanProvidessupport&resourcesTheManager
IdentifiesjobrequirementsObserves&documentsemployeeperformanceProvidesongoingfeedbacktotheemployeeProvidessupport&resourcesManager&EmployeetogetherIdentifyjobgoalsCreateactionplansformeetinggoalsEngageinongoingdialogueaboutperformanceTheEmployee
Listensto&actsonfeedbackfromthemanagerPerformsbymeetingrequirements&goalsProvidesfeedbackabouttheworkenvironmentResponsibilitiesinaPerformanceAppraisalSystem美國(guó)研究生課程-薪酬管理-basesforpay2TheCompanyCreatesstrategic36Manager’sPerspectiveOnPerformanceAppraisalsToomuchpaperworkUncomfortableroledifferentiatingperformanceDealingwithpoorperformersWhatarewereallytryingtodetermine?DifferencesinperformancebetweenemployeesHowmuchtopayemployeesImproveemployeeperformanceMonitorprogressagainstgoals美國(guó)研究生課程-薪酬管理-basesforpay2Manager’sPerspectiveToomuch37GenerallyAcceptedPurposesOfPerformanceAppraisalsAdministrativeEmployeeGrowth&DevelopmentLegalReasonsConflictAdministrative
NeedtodifferentiatebetweenindividualsTiedtopayincreasesEmployeeDevelopmentImproveperformance美國(guó)研究生課程-薪酬管理-basesforpay2GenerallyAcceptedPurposesAd38HR’sRoleinthePerformanceAppraisalProcess
DevelopmentFulfillit’sroleofoptimizingthe utilizationofpersonnelwithin theorganization
AdministrativeDevelopingsystemsandprocesses tosupporttheachievementof strategicbusinessgoals美國(guó)研究生課程-薪酬管理-basesforpay2HR’sRoleinthePerformanceD39Bayer’sPerformanceAppraisalSystem美國(guó)研究生課程-薪酬管理-basesforpay2Bayer’sPerformance美國(guó)研究生課程-薪酬40PerformanceAppraisalSystemsTraitsystemsComparisonsystemsBehavioralsystemsGoal-orientedsystems美國(guó)研究生課程-薪酬管理-basesforpay2PerformanceAppraisalSystems41TraitSystemsCharacteristicsTraitsystemsRatersevaluateeachemployee’straitsorcharacteristics.QualityofworkJudgmentQuantityofworkLeadershipresponsibilityDependabilityDecision-makingabilityCooperationCreativityInitiative美國(guó)研究生課程-薪酬管理-basesforpay2TraitSystemsCharacteristicsT42TraitAppraisalExample美國(guó)研究生課程-薪酬管理-basesforpay2TraitAppraisalExample美國(guó)研究生課程43Comparisonsystems
Employee’sperformanceevaluated againsttheperformanceofother employees.RatesandranksperformanceTypesForceddistributionPairedcomparisonsComparisonSystems
美國(guó)研究生課程-薪酬管理-basesforpay2ComparisonsystemsComparisonS44ForcedDistributionExample美國(guó)研究生課程-薪酬管理-basesforpay2ForcedDistributionExample美國(guó)研45PairedComparisonExample美國(guó)研究生課程-薪酬管理-basesforpay2PairedComparisonExample美國(guó)研究生46BehavioralSystemsBehavioralsystemsRateemployeesontheextenttowhichtheydisplaysuccessfuljobperformancebehaviors.Types:Critical-incidenttechnique(CIT)Behaviorally-anchoredratingscales(BARS)Behavioralobservationscales(BOS)美國(guó)研究生課程-薪酬管理-basesforpay2BehavioralSystemsBehaviorals47CriticalIncidentTechnique(CIT)
Employeesandsupervisorsidentifyandlabeljob behaviorsandresultsSupervisorsobserveandrecordRequiresextensivedocumentationCriticalIncidentsExample美國(guó)研究生課程-薪酬管理-basesforpay2CriticalIncidentTechnique(C48Behaviorally-AnchoredRatingScales(BARS)Basedon8–10expectedjobbehaviorsEmployeesratedonabilitytoperformeachbehaviorRatingshighlydefensibleEncouragesallraterstomakeevaluationsinsimilarwaysBehaviorally-AnchoredExample美國(guó)研究生課程-薪酬管理-basesforpay2Behaviorally-AnchoredBasedon49BehavioralObservationScales(BOS)Documentspositiveperformancebehaviorson jobdimensionsEmployeesratedonexhibitedbehaviorsRatingsaveragedforoverallratingBOSExample美國(guó)研究生課程-薪酬管理-basesforpay2BehavioralObservationDocume50Goal-orientedSystemsGoal-orientedsystemsTypicallyusedtoevaluateemployees’
progresstowardstrategicplanningobjectives.Management-by-ObjectivesSupervisorsandemployeessetobjectivesHighlyeffectivetechniqueRatedonhowwellobjectivesaremetMainlyforprofessionalsandmanagers美國(guó)研究生課程-薪酬管理-basesforpay2Goal-orientedSystemsGoal-orie51Features&AdvantagesofMBOMotivation–involvingemployeesingoalsetting andincreasingemployeeempowermentand satisfactionandcommitment
BetterCommunication&Coordination– increasesinteractionsandhelpsmaintain relationshipswhileworkingtowardcommongoals
ClarityofGoals–employeeshaveahigher commitmenttoobjectivestheyhelpsetand arelinkedtotheorganization’sobjectives美國(guó)研究生課程-薪酬管理-basesforpay2Features&AdvantagesofMBOM52SettingSMARTObjectivesEveryobjectivemustmeetthesecriteria:IsitSpecific?IsitMeasurable?IsitAppropriate?IsitRealistic?IsitTime-bound?美國(guó)研究生課程-薪酬管理-basesforpay2SettingSMARTObjectivesEvery53ObjectivesforYear-Example美國(guó)研究生課程-薪酬管理-basesforpay2ObjectivesforYear-Example54360DegreePerformanceAppraisalorMulti-ratedFeedbackIncludedirectfeedbackfromanemployee's subordinates,peers,andsupervisor(s), aswellasaself-evaluationCanalsoincludefeedbackfromexternalsources, suchascustomersandsuppliersorother interestedstakeholdersProvidesabroaderperspectiveonemployeesHelpstoimproveemployeeperformancebecause ithelpstheemployeeseedifferent perspectivesoftheirperformanceAppropriateforworkteamevaluations美國(guó)研究生課程-薪酬管理-basesforpay2360DegreePerformanceApprais55360De
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