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Maximizing the Use of Human Resources. Dustin Reischman 04/30/2013. Performance Appraisals. Has to be fair for ANY employee Never include personal questions Will be chosen at random Anonymous Will not effect your current pay Has input section for improvement - PowerPoint PPT Presentation
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MAXIMIZING THE USE OF HUMAN RESOURCES
Dustin Reischman04/30/2013
Performance Appraisals
• Has to be fair for ANY employee• Never include personal questions• Will be chosen at random • Anonymous• Will not effect your current pay• Has input section for improvement• Will Help Better the Company!
Preappraisal Activities
Postappraisal Activities• Action Plan• Make a Progress chart/table• Make a another appraisal meeting
(90+days from last one)• Compile report on induction
program• Document Common Concerns• Their Goals until next meeting
Feedback potential
Steps for managers to take for helping career goals
• More Money1
• More Productivity2
• Less Turnover3
Companies optimal value and furthering their careers with us
Research on Team Performance• Try not to have teams with square performers trying to fit into circular holes
• Job Performance to Related Knowledge
• Cognitive Strategy and Processes behind those
• Training for Skill Acqusition
• Advancement through the company
• Lack of Turnover
Assess Team Performance• Hands-on power• Leadership• Excellence• Benefits • Goals• Individual and
specific resp.
Assessing team performance
New Em-
ployee
1 yr 2 yr 3 yr
Succession Planning-Stock Sample
Lead Contact informationJim [email protected]
Mavis [email protected]
Doug [email protected]
Time Spent
Proj
ects
Wor
ked
On
Get Familiar
Achieve Mastery
How can it benefit the company?
Get Experience
d
Succession Planning
• Appeases shareholders, employees and executives for the foreseeable future
• Can plan for large-scale projects easier
• Can also become a point of pretension if not handled appropriately
HIGHLIGHTS
• Will Help Better the Company!• Experience and mastery in the particular field.• Less Turnover• Communication is Better• Less losses
CEO’s To-Do
• Keep employees happy• Keep a clear message• Create a Succession Plan• Have Individual Assessments• Have Group Assessments
Resources• Huselid, M. A. (n.d.). Team Performance -- Team Appraisal. PMIA Performance
Management Institute of Australia. Retrieved August 6, 2013, from http://www.pmia.org.au/team-performance.html
• Individual and Team Performance Assessment. (n.d.). FAA: Home. Retrieved August 2, 2013, from http://www.faa.gov/data_research/research/med_humanfacs/humanfactors/indteamperformance/
• Smith, G. (2004). Leading the professionals how to inspire & motivate professional service teams. London: Kogan Page.
• Woodcock, M., & Francis, D. (2008). Team metrics resources for measuring and improving team performance. Amherst, Mass.: HRD Press.
• Oechsli, M. (2006, July 31). Team Member Performance Reviews. WealthManagement.com Home Page. Retrieved October 2, 2013, from http://wealthmanagement.com/print/data-amp-tools/team-member-performance-reviews
• Unknown. (n.d.). Unknown. Retrieved October 2, 2013, from irishtaxnews.files.wordpress.com/2012/07/succession_planning_model_large3-1.jpg
QUESTIONS?
