Category: Management

Employment planning,”The process by which managers ensure that they have the right number and kinds of people in the right places at the right times. This involves 2 steps:• Assessing current HR and future HR needs.Review current HR by generating a HR inventory. This allows managers to assess what talents and skills are currently available. Job analysis. More fundamental, where workflows are analysed and skills and behaviours that are necessary to perform jobs are identified. The goal is to determine the kinds of skills, knowledge and attitudes needed to successfully perform each job. This info is then used to develop/revise job descriptions (describes the job) and job specifications (minimum qualifications that a person must possess to perform a job).• Developing a plan to meet those needs.Demand for HR(employees) is a result of demand for the organization’s products/services.After assessing both current capabilities and future needs

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

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Recruitment and downsizing,”The process of locating, identifying and attracting capable applicants.Applicants can be found by several sources. Employee referrals generally produce the best applicants.• Handling layoffs. Downsizing has become a relevant strategy for meeting the demands of a dynamic environment. Downsizing options: firing, layoffs, attrition,transfers, reduced workweeks, early retirements

Management

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selection process (of employees),”It is screening job applicants to ensure that the most appropriate candidates are hired. It predicts which applications will perform well on the criteria of the organization.Goal is to reduce the probability of making reject errors or accept errors while increasing the probability of making correct decisions.Selection processes should be both reliable and validDevices can be written test, Performance-simulation tests

Management

Average Rating 0 out of 5 stars. 0 votes.You must log in to submit a review.selection process (of employees),”It is[…]

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