Human Resource Policies and Practices

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Human Resource Policies and Practices
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Job Analysis
Observation
Interviews
Questionnaires
Diaries
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Interviews
Selection Devices Knowledge, Skills, and
Abilities
Written Tests
Performance Simulation
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Types of Training

• Basic literacy
• Technical skills
• Interpersonal skills
• Problem-solving skills
• Ethics training

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Methods of Training

• Formal or informal
• On-the-job
• Off-the-Job
• Individualized

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Career Development
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Primary Purposes of Performance Evaluations
Percent
Use of Data

• Compensation
• Performance Feedback
• Training
• Promotion
• Human Resource Planning
• Retention/Discharge
• Research

85.6 65.1 64.3 45.3 43.1 30.3 17.2
Based on responses from 600 organizations
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(No Transcript)
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Who Should Evaluate Performance?

• Immediate superiors
• Peer groups
• Self-evaluation
• Immediate subordinates
• 360-Degree evaluations

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Written Essays
Performance Evaluation Methods
Critical Incidents
Graphic Rating Scales
Behaviorally Anchored Ratings
Multiperson Comparisons
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Improving Evaluations

• Emphasize behaviors
• Document performance
• Use multiple evaluators

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Improving Evaluations

• Evaluate selectively
• Train evaluators
• Provide due process

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Providing PerformanceFeedback
Managers Get Uncomfortable Employees Get
Defensive Workers Inflate Performance
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Appraising thePerformance of Teams

• Tie results to organizational goals
• Begin with the teams customers
• Measure team performance
• Recognize individual efforts
• Use team-defined measures

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Managing Diversity
Diversity Training
Mentoring Programs
Family-Friendly Policies