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Published byHeather Magdalene Norton Modified over 8 years ago
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Employee Supervision and Evaluation
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Employee Movement Transfer Reassignment Promotion Demotion Layoff Termination Quit Exit Interview
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How is Performance Measured? Performance measures an employee’s degree of accomplishment and results in job-related tasks Role perception – an employee’s understanding of his or her part in an organization
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Halo Effect Multiple meanings: –A single characteristic overshadowing all other features of an employee –Inflated evaluation to avoid uncomfortable situation
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Management by Objectives Management by Objectives (MBO) is a process often used in quality improvement and goal setting The MBO process –Establishes job objectives –Develops an action plan –Allows employees to implement the plan –Takes corrective action
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Forms of Measurement Production Standards – output can be counted or measured analytically Essay Appraisal – manager describes the employee’s performance in a written narrative Critical-Incident Appraisal – record specific instances of the employee’s performance
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Providing Feedback Must provide motivation for improvement Utilize self-assessment 2 positives for 1 negative Employee aware of structure of feedback
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Legal Considerations Civil Rights Act requires “bona fide” appraisal –Based on job description –Performance rather than personal traits –Employee response allowed –Appraisals are written and documented
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Organizational Reward System Intrinsic Rewards – intangible and internal to individual, such as personal growth and job satisfaction Extrinsic Rewards – controlled and distributed by the organization, such as childcare, access to facilities, etc.
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Relating Reward to Performance Free Enterprise System – own work, choices can create success Merit Pay system – employee appraisals determine raises and bonuses Unions impede companies from using performance based rewards
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