Author: mfadmin

Employee training and methods,”It is a learning experience that seeks a relatively permanent change in employees by improving their ability to perform on the job. It involves changing skills, knowledge, attitudes or behaviour. Training is necessary when there is low productivity, when it is not related to effort, and when the workforce is changing.Training methods:On-the-job training. – Job rotations, understudy assignments•Off-the-job training Classroom lectures, films and videos, simulation exercises

Management

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Performance management system and methods,”a system that established performance standards to evaluate employee performance.Written essay: a way to evaluate employee performance against a set of established standards or absolute criteria.- Focus: descriptions of employee’s strengths and weaknesses.- Advantage: simple to use.- Disadvantage: more a measure of evaluator’s writing ability than of employee’s actual performance.Critical incidents: focuses the evaluator’s attention on critical or key behavior. The appraiser writes down anecdotes describing whether the employee did was especially effective or ineffective. – Focus: examples of critical behaviours that were especially effective or ineffective.- Advantage: rich examples; behaviourally based.- Disadvantage: time-consuming; lack quantification.Adjective rating scales: – Focus: lists descriptive performance factors (work quantity and quality, knowledge, cooperation, loyalty, attendance, honesty, initiative, and so forth) where evaluator goes down the list and rates each factor on scale. – Advantage: provide quantitative data; less time-consuming than others.- Disadvantage: do not provide depth of job behaviour assessed.BARS-method – Behaviourally Anchored Rating Scales: combine critical incident and adjective rating scale. The appraiser rated an employee according to items along a numerical scale but the items are examples of actual behavior on a given job rather than general description of traits. – Focus: rating scale + examples of actual job behaviours.- Advantage: focus on specific and measurable job behaviours.- Disadvantage: time consuming; difficult to develop measures.MBO – Management by Objectives: evaluation of accomplishments of specific goals.- Advantage: focuses on end goals; results oriented.- Disadvantage: time-consuming.360-degree appraisal: feedback from full circle of those who interact with employee.- Advantage: more thorough.- Disadvantage: time-consuming.Multiperson: compares one person’s performance to other – Advantage: compares employees with one another.- Disadvantage: unwieldly with large numbers of employees.Three approaches to multi person comparison:Group order ranking (in top 3

Management

Average Rating 0 out of 5 stars. 0 votes.You must log in to submit a review.Performance management system and methods,”a[…]

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