...EMPLOYEE EVALUATION The company given in the example uses an annual rating scale evaluation method that appears to be primarily based on interpersonal relationships with co-workers as well as overall personality and attitude. There are 3 knows evaluation categories on the company’s current evaluation form: friendliness, neatness, and attitude. Friendliness This evaluation criteria focuses on the interpersonal relationships of the employee as he relates to his fellow co-workers including peers and supervisor(s). However, because of the employee’s personality differences, the employee receives a lower rating. The ability to have an accord with fellow co-workers is an important part of an employee review, especially if his ability to work with others negatively affects his or their output. However, interpersonal relationships in general should not be the primary focus of the review. The ability or desire of the employee to interact with other employees is not a valid representation of his work ethic or work product and is not indicative of the employee’s ability to help the company accomplish its ultimate mission and goals. Neatness The second item on the manager’s evaluation form is “Neatness.” The manager concludes that the employee’s neatness with relationship to his office space is only slightly better than a disaster area so, again, he gives the employee a low score. However, no mention is made of the employee’s work product. The manager needs...
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...Central Luzon Division of City Schools DAYOS COLLEGE OF SCIENCE AND TECHNOLOGY Makati City S.Y. 2014 – 2015 VISION/MISSION The institution aims to empower the students to become successful and productive individuals of the society by building programs that will help them further develop their skills and give them knowledge and values that they can use in the future. The institution is committed to provide activities and offering services that will hone them to become competent individuals in the future. GUIDANCE SERVICES/PROGRAMS | SPECIFIC OBJECTIVES | ACTIVITY/METHODS/STRATEGIES | TIME FRAME | MATERIALS | TARGET PARTICIPANTS | Testing Services * Entrance Examination * Personality Tests * Mental Ability * Aptitude Tests * Achievement tests * Assessment of Values and Habits * Emotional adjustment | * The students will be able to gain further knowledge about their strengths and weaknesses * The guidance counselor and teachers will be able to provide basis for research and information on other needs of the student * The students will be able to know their potentials | * Notification of applicants * Administration and scoring of tests * Interpretation of tests results * Dissemination of test results | * April to May 2014 * All year round | * Test papers * Folders | * Incoming First Year College Students * All Students | Information Services * EnrollmentOrientation * Consultation Information Forum | * To provide...
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...RESEARCH PAPER TOPICS – BA 453 HRM The primary objective of your paper is to do “research” in a specific area of HRM. Such research requires the formation of a “research question” with a narrow focus to facilitate in-depth exploration and often entails a blend of field and literary research. You can elect to do primarily field or literary research. Some suggested topics are below, but you are encouraged to find one which excites your intellect and/or is relevant to your future business career. FIELD RESEARCH – requires contacting a company or companies, identifying their current HR policy issues or HR concerns, selecting only one, developing a list of interview questions based on a brief review of research in that HR area, and then conducting an interview to explore the matter in depth. It is NOT merely a report of the conversational narrative of the interview. It is a thorough critique with recommendation for improvement. 1. Critique a current HR policy or issue in a specific company and make recommendations for improvement. Examples of policies are: recruiting, hiring, orientation, training, succession planning, career planning, team development, performance review, equal employment opportunity, pay incentives, a specific type of employee benefit or perk, corrective/disciplinary action, OSHA compliance, and safety recognition. 2. Describe a current HR strategy in a specific company and how it enhances their competitive advantage in business. Discuss strengths...
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...was left with two managers for almost every available position at upper and middle management level. Prior to the merger, the top levels had been selected. Lundgren and Ashton had decided a negotiation that they could keep their most trusted executives on board. Peter has always preferred making decisions by instinct and likes to talk o people face to face to assess if they are fit for the position, becoming biased toward some of his own executives. Ashton, on the other hand, was vey objective and has a very conventional way of making his executives pass through a series of tests. Peter was concerned in the idea that an objective process such as that of Ashton would make the best people around him leave, when they undergo all the evaluations. II. Key Problem Arlington Inc. has been facing a problem in creating an effective human resource integration strategy. Both CEOs have their own different and opposite ways and qualities of people who deserved the best positions, and by that it is possible that they will find conflict in going through each other’s decision making. The merger of the companies...
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...In the given situation, the engineer is evaluated on three standards: friendliness, neatness and attitude. All these values have been taken into consideration because the engineer who is under observation will eventually be rated either medium or low. This is because he is distant with other co-workers and hence considered less friendly. Also, his desk is mostly stacked with different office stationary thus proving to be less neat. Moreover, he would be rated low on his attitude as well, as he doesn’t give utter consideration to how he should behave with his peers. There are several commonly-used sets of criteria used while evaluating employees. Addressing three of them, we have: • Productivity of the employee: it relates to how much input the employee gives in the form of time and effort to bring about positive results for the welfare of the company. • Teamwork: it relates to how the employee works in teams and his level of compatibility with other team members in working toward one goal of the organization. • Employee loyalty: it relates to how committed the employee is to the success of the company and whether he plans to remain with the company and keep working with utmost dedication. All three sets of criteria are very important while evaluating an employee. However, comparing the relative value of the three, the most important one is the loyalty of the employee because if the employee is not dedicated towards the company, then his productivity will decrease and he...
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...I. Situation Analysis This case is about a problem identification and solution of the Millennium Insurance Company. It’s a mid-sized insurance company with 10,000 employees and about 1.8 million customers. It offers various lines of insurance. For example: life, property and casualty and health. The biggest ratio of the revenue is generated by selling insurances and as well from a substantial mortgage business. The company is performing well, but there some problems in the IT-department. Many employees in the line business divisions as well as lower-level analysts have bought and used various PC’s and software. This happened without support of the IT department. When end-users contacted the IT-department they were unconfident, because they didn’t get help of them. The staff of the IT-department were focused on mainframe computing and operational systems and not about the PC’s and the software’s. This led to a high amount of complaints of the line business units about the unresponsiveness and the incompetence of the IT-department. So the senior vice president ‘John Cheng’ wanted to change this situation. He and senior managers developed a one year plan. This plan is structured in a three step approach: PC Research and Development Knowledge Management End User Education and Support The focus in this essay is on the end-user education and support strategy. The key manager is Elise Smart. She is 32 years old and was the senior manager in the development group of the IT...
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...employees are not performing up to a certain standard or at an expected level of performance. The difference between actual the actual level of job performance and the expected level of job performance indicates a need for training. A training analysis is conducted ultimately to identify what areas of knowledge or behaviors that training needs to accomplish with learners. The analysis considers what results the organization needs from the learner, what knowledge and skills the learner presently has and usually concludes with identifying what knowledge and skills the learner must gain. Usually this phase also includes identifying when training should occur and who should attend as learners. Ideally, criteria are established for the final evaluation of training to conclude if training goals were met or not. Depending on the resources and needs of the organization, a training analysis can range from a very detailed inventory of skills to a general review of performance results. The more complete the training analysis, the more likely that the employee's training will ultimately contribute results to the organization. This report is a Project Report prepared as a requirement for the conclusion of the MBA Program. As per requirement of MBA program of Metropolitan University, after completion of 62 credits a student has to complete a project program. The primary goal of project is to provide an on the job exposure to the students and an opportunity for translation of theoretical conceptions...
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...Speaker Notes Slide 1: Introduction: Today we will be addressing the advantages of implementing an employee performance evaluation program and look at the advantages to the company from its use. We will also be talking about succession planning which aligns itself neatly with the evaluation program. Often Employee evaluations are seen as something burdensome by managers and useless or unfair by the direct reports who have been evaluated. Today we will address some of these concerns and look specifically at: benefits of employee evaluations, pre-appraisal activities/benefits, proper delivery of appraisal results, using evaluations to build value for the company, follow up process and furthering employees’ career goals, what models are being used, and team performance vs. individual performance. The latter portion of today’s presentation will be about the career succession planning process, and like the evaluation system, how this helps both the employee and the company. Slide 2: What are the positive results from a well prepared and well delivered appraisal? If anyone has had the occasion to be evaluated by a supervisor in the work place I would ask you to dwell for a moment on how the message was delivered. All too often in my personal experience I was left wanting after the evaluation process was finished. I have also been asked to write my own appraisals of my performance because my manager was too busy or uninterested in providing feedback of my performance. This...
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...LET Task 4 A: The evaluation criteria used by the firm is fundamentally flawed in several regards. Among these are the fact that the rating scales focus on traits that have very little to do with the pertinent job skills. A quality evaluation should be able to offer specific and meaningful feedback. When a person being evaluated is being overseen by a person with little to no personal expertise in that employees field challenges and perceived inability to properly evaluate can arise. In a situation like this a supervisor would be well advised to involve the employee in setting specific measurable benchmarks that a supervisor outside of that skill set can effectively monitor. While it can be beneficial to get input from an employee’s colleagues this can be a double edged sword. Due to the fact that supervisors are often removed from the day to day goings on colleague input can be a valuable insight and also provide a wider range to develop an unbiased opinion from. This is of course assuming that the information being gathered is accurate. This can be problematic in cases where due to factors such as personality conflict a perfectly competent and productive employee might be unfairly categorized by their fellow co-workers. Great care must be taken in these cases to ferret out bias. B: The benefits of providing common sets of evaluation criteria are fairly straightforward. If the benchmarks against which employees are being measured change frequently or are applied...
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...THE EFFECTS OF FRONTLINERS SERVICE ORIENTATION BEHAVIOURS OF THE DEPARTMENT OF TRADE AND INDUSTRY CAVITE ON CUSTOMERS’ SERVICE EVALUATION: AN ASSESSMENT A Thesis Proposal Presented to the Faculty of the Graduate School Philippine Christian University Dasmariñas, Cavite In Partial Fulfillment Of the Requirements for the Degree in Masters In Business Administration MOJICA, KRISHA MAY S. March 2015 APPROVAL SHEET The thesis entitled “THE EFFECTS OF FRONTLINERS SERVICE ORIENTATION BEHAVIOURS OF THE DEPARTMENT OF TRADE AND INDUSTRY CAVITE ON CUSTOMERS’ SERVICE EVALUATION: AN ASSESSMENT” is prepared and submitted by Mojica, Krisha May S. in partial fulfillment of the requirements for the degree of Master of Business Administration who has been examines and recommended for Oral examination. ___________________ ___________________ Date O’Land C. Nwoke Adviser PANEL OF EXAMINERS Approved by the Committee on Oral Examination with a grade of _________________. ___________________ Chairman ___________________ _________________ Member Member Comprehensive Examination Grade __________ Date Taken _____________ Accepted and approved as partial fulfillment of the requirements for the degree in Master in Business Administration (MBA). __________________ _________________________ Date Dr. Teresita C. Arnaldo Dean, Graduate School ...
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...Hess Team Building and Group Process Peer Evaluation Discussion List some possible biases in peer evaluations. In addition, discuss possible ways to eliminate rater and ratee bias from evaluation processes? Given the diverse nature of teams and the increased span of control from restructuring, managers and supervisors often are not in a position to perform the traditional supervisor-employee performance appraisal (May & Gueldenzoph, 2006). These situations may require peers to evaluate one another. Though peer evaluations can be an effective way to evaluate individuals and teams, biases can stand in the way of an honest outcome. One of the possible biases that could be encountered in a peer evaluation is the Homogeneity Bias. According to May (2008), this error is a tendency of raters to judge more favorably those perceived to be similar to themselves in personality, attitudes, or background. Another bias that can be encountered in peer evaluations is the Halo Bias. This bias is the belief that an individual with one good trait has many good traits. Forgas (2011) states, an example would be judging a good-looking person as having a more desirable personality. The Bandwagon Bias is another obstacle that can be faced in peer evaluations. This is defined as the tendency to believe or go along with what the majority of the group believes. Though these aren’t all of the biases that could be faced in peer evaluations, they can certainly be avoided. Research...
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...Training and Development Training and Education in Health Care Training and education are vital in health care for many reasons, including the proper initiation of policies, procedures, laws and regulations, as well as due diligence. Being properly trained and educated in any particular position within the health care industry allows employees the opportunity to confidently and appropriately initiate their daily duties, help teach others the proper ins and outs of the company, and help them to feel competent in how they perform in general. Competencies According to Gomez-Mejia, Balkin, and Cardy (2010), competencies are characteristics associated with successful performance. In order to have said competencies, one must go through the proper training and get the required amount of education required to perform successfully on the job. Some companies will offer on-the-job training and teaching while others prefer to see a certain level of degree from an accredited college or university. There are also options in some companies where a mix of training, education, and on the job experience will suffice. Some of the options for training are classroom training, external or internal training courses, role playing exercises, distance learning (online), and behavioral training, to name a few (Training And Learning Development", 1995-2010). Competencies are made up of knowledge, skills, abilities, proper management of work duties, and character and commitment...
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...Evaluating Football Players Essay by D. Cummings It may seem overly simplified and obvious to state that player evaluation is critical in generating success and wins on the football field. A coach may have the greatest “system” and an amazing game plan laid out but, without the right players in the right positions the only thing a coach will collect are losses. This is true of coaching recreational and youth football through the professional ranks. Player evaluation is not only about addressing the physical skills needed for specific positions but, it is also about plugging in the right players who posses the temperament and character to lead the team in all critical situations on the field. Coach Trimble has a very encompassing player evaluation process that fits his program and situation. His evaluation cycle is a constant year round model that allows him to track his players over long periods of time. Even with that being the case, many of his methods can be translated to youth football, middle school/ junior high school , and smaller high school programs. Coach Trimble uses off season conditioning routines, preseason, practice, and game situations to evaluate his players as well as his players evaluating themselves to make sure they are properly used on the field. Many of these evaluation techniques can be used, with some adjustments, just as effectively at lower levels of competition as they are for larger programs like the one at Jenks High School. ...
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...Then, I have mentioned the concerns of applicants, the selection process being fair, the employee reaction and their required skills for virtual assessment programs. And, finally is the conclusion followed by a list of references. The research was made solely on secondary basis. The true motive of this paper is to present the new system regarding the virtual assessment process in hiring people from around the globe which is in fact very beneficial to people in terms of saving time and money. INTRODUCTION Industries who have the right people in place will give the strategic competitive advantage in this challenging business environment. The simulation “Virtual Job Tryout” assessment program helps the unique and innovative candidate evaluation. The assessment has been built specifically for the organization to boost up the performance outcome that matters for the company and Human Resource. These assessments give the HR managers the best information for making accurate hiring decisions which also presents the candidate with an exciting and educational view of the job so that they can understand the job’s challenges and opportunities. These assessment and selection strategies define competencies critical to employee success, provide job relevant candidate data, and ultimately help organizations make well informed personnel decisions. PROS AND CONS OF USING VIRTUAL...
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...Human Resource Management Assignment 3 Report to Board of Directors Subject: Pay, Appraisal, Discipline, Grievance and Personnel records Job Descriptions and Pay Findings | |Softworks |Barnsley MBC (Comparator) | |Job Description |No Formal job descriptions |Formal agreed job descriptions for every post in| | |Staff undertake duties where they are required |the organisation detailing duties of post | | | |Staff work to JD but are sometimes given the | | | |opportunity to undertake further tasks | |Pay |Pay set by Dept managers |Pay set at national scales | | |Pay is awarded to more valued members of staff |Pay agreed with trade unions | | |whom the organisation wishes to stay. |Increments set within scales to reward | | | |experience....
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