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美國研究生課程-薪酬管理-basesforpay22022/10/31美國研究生課程-薪酬管理-basesforpay2美國研究生課程-薪酬管理-basesforpay22022/1/HR-Solutions-ChallengeJuly2013WinnerWhatadvicedoyouhaveforarecentcollegegraduatewhowantstobreakintoHR?Somanyentry-leveljobsrequireHRexperience.Howcananewgraduategainexperience?JobNote美國研究生課程-薪酬管理-basesforpay2/HR-Solutions-Chal2LearningObjectivesIdentifythevalueofperformance evaluationsResponsibilitiesinaperformance appraisalsystemExaminetypesofperformance appraisalsystemsPerformanceappraisalobservationsIdentifytypesofratererrors美國研究生課程-薪酬管理-basesforpay2LearningObjectivesIdentifyt3ValueofPerformanceEvaluations

MotivateemployeestoperformbetterHelpemployeesidentifywaysinwhich theycandevelopandgrowImprovetherespectemployeeshavefor theirmanagersFostergoodcommunicationsbetween managerandemployeeIdentifypoorperformersandguidethem backontrack

Documentingpoorperformanceasa tooltolawfullyandfairlyterminate employmentifperformancedoesn’t improve(Ifdoneproperly)美國研究生課程-薪酬管理-basesforpay2ValueofPerformanceEvaluatio4TheCompanyCreatesstrategicplanProvidessupport&resourcesTheManager

IdentifiesjobrequirementsObserves&documentsemployeeperformanceProvidesongoingfeedbacktotheemployeeProvidessupport&resourcesManager&EmployeetogetherIdentifyjobgoalsCreateactionplansformeetinggoalsEngageinongoingdialogueaboutperformanceTheEmployee

Listensto&actsonfeedbackfromthemanagerPerformsbymeetingrequirements&goalsProvidesfeedbackabouttheworkenvironmentResponsibilitiesinaPerformanceAppraisalSystem美國研究生課程-薪酬管理-basesforpay2TheCompanyCreatesstrategic5Manager’sPerspectiveOnPerformanceAppraisalsToomuchpaperworkUncomfortableroledifferentiatingperformanceDealingwithpoorperformersWhatarewereallytryingtodetermine?DifferencesinperformancebetweenemployeesHowmuchtopayemployeesImproveemployeeperformanceMonitorprogressagainstgoals美國研究生課程-薪酬管理-basesforpay2Manager’sPerspectiveToomuch6GenerallyAcceptedPurposesOfPerformanceAppraisalsAdministrativeEmployeeGrowth&DevelopmentLegalReasonsConflictAdministrative

NeedtodifferentiatebetweenindividualsTiedtopayincreasesEmployeeDevelopmentImproveperformance美國研究生課程-薪酬管理-basesforpay2GenerallyAcceptedPurposesAd7HR’sRoleinthePerformanceAppraisalProcess

DevelopmentFulfillit’sroleofoptimizingthe utilizationofpersonnelwithin theorganization

AdministrativeDevelopingsystemsandprocesses tosupporttheachievementof strategicbusinessgoals美國研究生課程-薪酬管理-basesforpay2HR’sRoleinthePerformanceD8Bayer’sPerformanceAppraisalSystem美國研究生課程-薪酬管理-basesforpay2Bayer’sPerformance美國研究生課程-薪酬9PerformanceAppraisalSystemsTraitsystemsComparisonsystemsBehavioralsystemsGoal-orientedsystems美國研究生課程-薪酬管理-basesforpay2PerformanceAppraisalSystems10TraitSystemsCharacteristicsTraitsystemsRatersevaluateeachemployee’straitsorcharacteristics.QualityofworkJudgmentQuantityofworkLeadershipresponsibilityDependabilityDecision-makingabilityCooperationCreativityInitiative美國研究生課程-薪酬管理-basesforpay2TraitSystemsCharacteristicsT11TraitAppraisalExample美國研究生課程-薪酬管理-basesforpay2TraitAppraisalExample美國研究生課程12Comparisonsystems

Employee’sperformanceevaluated againsttheperformanceofother employees.RatesandranksperformanceTypesForceddistributionPairedcomparisonsComparisonSystems

美國研究生課程-薪酬管理-basesforpay2ComparisonsystemsComparisonS13ForcedDistributionExample美國研究生課程-薪酬管理-basesforpay2ForcedDistributionExample美國研14PairedComparisonExample美國研究生課程-薪酬管理-basesforpay2PairedComparisonExample美國研究生15BehavioralSystemsBehavioralsystemsRateemployeesontheextenttowhichtheydisplaysuccessfuljobperformancebehaviors.Types:Critical-incidenttechnique(CIT)Behaviorally-anchoredratingscales(BARS)Behavioralobservationscales(BOS)美國研究生課程-薪酬管理-basesforpay2BehavioralSystemsBehaviorals16CriticalIncidentTechnique(CIT)

Employeesandsupervisorsidentifyandlabeljob behaviorsandresultsSupervisorsobserveandrecordRequiresextensivedocumentationCriticalIncidentsExample美國研究生課程-薪酬管理-basesforpay2CriticalIncidentTechnique(C17Behaviorally-AnchoredRatingScales(BARS)Basedon8–10expectedjobbehaviorsEmployeesratedonabilitytoperformeachbehaviorRatingshighlydefensibleEncouragesallraterstomakeevaluationsinsimilarwaysBehaviorally-AnchoredExample美國研究生課程-薪酬管理-basesforpay2Behaviorally-AnchoredBasedon18BehavioralObservationScales(BOS)Documentspositiveperformancebehaviorson jobdimensionsEmployeesratedonexhibitedbehaviorsRatingsaveragedforoverallratingBOSExample美國研究生課程-薪酬管理-basesforpay2BehavioralObservationDocume19Goal-orientedSystemsGoal-orientedsystemsTypicallyusedtoevaluateemployees’

progresstowardstrategicplanningobjectives.Management-by-ObjectivesSupervisorsandemployeessetobjectivesHighlyeffectivetechniqueRatedonhowwellobjectivesaremetMainlyforprofessionalsandmanagers美國研究生課程-薪酬管理-basesforpay2Goal-orientedSystemsGoal-orie20Features&AdvantagesofMBOMotivation–involvingemployeesingoalsetting andincreasingemployeeempowermentand satisfactionandcommitment

BetterCommunication&Coordination– increasesinteractionsandhelpsmaintain relationshipswhileworkingtowardcommongoals

ClarityofGoals–employeeshaveahigher commitmenttoobjectivestheyhelpsetand arelinkedtotheorganization’sobjectives美國研究生課程-薪酬管理-basesforpay2Features&AdvantagesofMBOM21SettingSMARTObjectivesEveryobjectivemustmeetthesecriteria:IsitSpecific?IsitMeasurable?IsitAppropriate?IsitRealistic?IsitTime-bound?美國研究生課程-薪酬管理-basesforpay2SettingSMARTObjectivesEvery22ObjectivesforYear-Example美國研究生課程-薪酬管理-basesforpay2ObjectivesforYear-Example23360DegreePerformanceAppraisalorMulti-ratedFeedbackIncludedirectfeedbackfromanemployee's subordinates,peers,andsupervisor(s), aswellasaself-evaluationCanalsoincludefeedbackfromexternalsources, suchascustomersandsuppliersorother interestedstakeholdersProvidesabroaderperspectiveonemployeesHelpstoimproveemployeeperformancebecause ithelpstheemployeeseedifferent perspectivesoftheirperformanceAppropriateforworkteamevaluations美國研究生課程-薪酬管理-basesforpay2360DegreePerformanceApprais24360DegreeEvaluationExample美國研究生課程-薪酬管理-basesforpay2360DegreeEvaluation美國研究生課程-薪25MajorTypesofRaterErrorsBiaserrorsContrasterrorsErrorsofcentraltendencyErrorsofleniencyorstrictness美國研究生課程-薪酬管理-basesforpay2MajorTypesofRaterErrorsBi26BiasErrorsFirst-impression effectPositivehaloeffectNegativehaloeffectSimilar-to-meeffectIllegaldiscriminatory biasesContrastErrorsSupervisorcompares employees’

performancesto otheremployees, nottoexplicit performance standardsWhatifthebestemployeeisaverage?美國研究生課程-薪酬管理-basesforpay2BiasErrorsFirst-impression 27CentralTendencyErrorsSupervisorsrateall employeesasaverageUsuallyoccurswhenonlyextreme behaviors requiredocumentationLeniencyorStrictnessErrorsLeniencyerrors-

managersrateemployees’

performancesmorehighlythanthey wouldratethemusingobjectivecriteriaStrictnesserror-supervisorsrate employees’performancelowerthanthey wouldratethemusingobjectivecriteria美國研究生課程-薪酬管理-basesforpay2CentralTendencyErrorsSuperv28LearningObjectivesIdentifythevalueofperformance evaluationsResponsibilitiesinaperformance appraisalsystemExaminetypesofperformance appraisalsystemsPerformanceappraisalobservationsIdentifytypesofratererrors美國研究生課程-薪酬管理-basesforpay2LearningObjectivesIdentifyt29LearningExercise#3AssignmentAppraisingPerformanceatPrecisionCaseStudy–StrategicCompensationTextPage74美國研究生課程-薪酬管理-basesforpay2LearningExercise#3Appraising30演講完畢，謝謝聽講!再見，seeyouagain3rew2022/10/31美國研究生課程-薪酬管理-basesforpay2演講完畢，謝謝聽講!再見，seeyouagain3rew31美國研究生課程-薪酬管理-basesforpay22022/10/31美國研究生課程-薪酬管理-basesforpay2美國研究生課程-薪酬管理-basesforpay22022/32/HR-Solutions-ChallengeJuly2013WinnerWhatadvicedoyouhaveforarecentcollegegraduatewhowantstobreakintoHR?Somanyentry-leveljobsrequireHRexperience.Howcananewgraduategainexperience?JobNote美國研究生課程-薪酬管理-basesforpay2/HR-Solutions-Chal33LearningObjectivesIdentifythevalueofperformance evaluationsResponsibilitiesinaperformance appraisalsystemExaminetypesofperformance appraisalsystemsPerformanceappraisalobservationsIdentifytypesofratererrors美國研究生課程-薪酬管理-basesforpay2LearningObjectivesIdentifyt34ValueofPerformanceEvaluations

MotivateemployeestoperformbetterHelpemployeesidentifywaysinwhich theycandevelopandgrowImprovetherespectemployeeshavefor theirmanagersFostergoodcommunicationsbetween managerandemployeeIdentifypoorperformersandguidethem backontrack

Documentingpoorperformanceasa tooltolawfullyandfairlyterminate employmentifperformancedoesn’t improve(Ifdoneproperly)美國研究生課程-薪酬管理-basesforpay2ValueofPerformanceEvaluatio35TheCompanyCreatesstrategicplanProvidessupport&resourcesTheManager

IdentifiesjobrequirementsObserves&documentsemployeeperformanceProvidesongoingfeedbacktotheemployeeProvidessupport&resourcesManager&EmployeetogetherIdentifyjobgoalsCreateactionplansformeetinggoalsEngageinongoingdialogueaboutperformanceTheEmployee

Listensto&actsonfeedbackfromthemanagerPerformsbymeetingrequirements&goalsProvidesfeedbackabouttheworkenvironmentResponsibilitiesinaPerformanceAppraisalSystem美國研究生課程-薪酬管理-basesforpay2TheCompanyCreatesstrategic36Manager’sPerspectiveOnPerformanceAppraisalsToomuchpaperworkUncomfortableroledifferentiatingperformanceDealingwithpoorperformersWhatarewereallytryingtodetermine?DifferencesinperformancebetweenemployeesHowmuchtopayemployeesImproveemployeeperformanceMonitorprogressagainstgoals美國研究生課程-薪酬管理-basesforpay2Manager’sPerspectiveToomuch37GenerallyAcceptedPurposesOfPerformanceAppraisalsAdministrativeEmployeeGrowth&DevelopmentLegalReasonsConflictAdministrative

NeedtodifferentiatebetweenindividualsTiedtopayincreasesEmployeeDevelopmentImproveperformance美國研究生課程-薪酬管理-basesforpay2GenerallyAcceptedPurposesAd38HR’sRoleinthePerformanceAppraisalProcess

DevelopmentFulfillit’sroleofoptimizingthe utilizationofpersonnelwithin theorganization

AdministrativeDevelopingsystemsandprocesses tosupporttheachievementof strategicbusinessgoals美國研究生課程-薪酬管理-basesforpay2HR’sRoleinthePerformanceD39Bayer’sPerformanceAppraisalSystem美國研究生課程-薪酬管理-basesforpay2Bayer’sPerformance美國研究生課程-薪酬40PerformanceAppraisalSystemsTraitsystemsComparisonsystemsBehavioralsystemsGoal-orientedsystems美國研究生課程-薪酬管理-basesforpay2PerformanceAppraisalSystems41TraitSystemsCharacteristicsTraitsystemsRatersevaluateeachemployee’straitsorcharacteristics.QualityofworkJudgmentQuantityofworkLeadershipresponsibilityDependabilityDecision-makingabilityCooperationCreativityInitiative美國研究生課程-薪酬管理-basesforpay2TraitSystemsCharacteristicsT42TraitAppraisalExample美國研究生課程-薪酬管理-basesforpay2TraitAppraisalExample美國研究生課程43Comparisonsystems

Employee’sperformanceevaluated againsttheperformanceofother employees.RatesandranksperformanceTypesForceddistributionPairedcomparisonsComparisonSystems

美國研究生課程-薪酬管理-basesforpay2ComparisonsystemsComparisonS44ForcedDistributionExample美國研究生課程-薪酬管理-basesforpay2ForcedDistributionExample美國研45PairedComparisonExample美國研究生課程-薪酬管理-basesforpay2PairedComparisonExample美國研究生46BehavioralSystemsBehavioralsystemsRateemployeesontheextenttowhichtheydisplaysuccessfuljobperformancebehaviors.Types:Critical-incidenttechnique(CIT)Behaviorally-anchoredratingscales(BARS)Behavioralobservationscales(BOS)美國研究生課程-薪酬管理-basesforpay2BehavioralSystemsBehaviorals47CriticalIncidentTechnique(CIT)

Employeesandsupervisorsidentifyandlabeljob behaviorsandresultsSupervisorsobserveandrecordRequiresextensivedocumentationCriticalIncidentsExample美國研究生課程-薪酬管理-basesforpay2CriticalIncidentTechnique(C48Behaviorally-AnchoredRatingScales(BARS)Basedon8–10expectedjobbehaviorsEmployeesratedonabilitytoperformeachbehaviorRatingshighlydefensibleEncouragesallraterstomakeevaluationsinsimilarwaysBehaviorally-AnchoredExample美國研究生課程-薪酬管理-basesforpay2Behaviorally-AnchoredBasedon49BehavioralObservationScales(BOS)Documentspositiveperformancebehaviorson jobdimensionsEmployeesratedonexhibitedbehaviorsRatingsaveragedforoverallratingBOSExample美國研究生課程-薪酬管理-basesforpay2BehavioralObservationDocume50Goal-orientedSystemsGoal-orientedsystemsTypicallyusedtoevaluateemployees’

progresstowardstrategicplanningobjectives.Management-by-ObjectivesSupervisorsandemployeessetobjectivesHighlyeffectivetechniqueRatedonhowwellobjectivesaremetMainlyforprofessionalsandmanagers美國研究生課程-薪酬管理-basesforpay2Goal-orientedSystemsGoal-orie51Features&AdvantagesofMBOMotivation–involvingemployeesingoalsetting andincreasingemployeeempowermentand satisfactionandcommitment

BetterCommunication&Coordination– increasesinteractionsandhelpsmaintain relationshipswhileworkingtowardcommongoals

ClarityofGoals–employeeshaveahigher commitmenttoobjectivestheyhelpsetand arelinkedtotheorganization’sobjectives美國研究生課程-薪酬管理-basesforpay2Features&AdvantagesofMBOM52SettingSMARTObjectivesEveryobjectivemustmeetthesecriteria:IsitSpecific?IsitMeasurable?IsitAppropriate?IsitRealistic?IsitTime-bound?美國研究生課程-薪酬管理-basesforpay2SettingSMARTObjectivesEvery53ObjectivesforYear-Example美國研究生課程-薪酬管理-basesforpay2ObjectivesforYear-Example54360DegreePerformanceAppraisalorMulti-ratedFeedbackIncludedirectfeedbackfromanemployee's subordinates,peers,andsupervisor(s), aswellasaself-evaluationCanalsoincludefeedbackfromexternalsources, suchascustomersandsuppliersorother interestedstakeholdersProvidesabroaderperspectiveonemployeesHelpstoimproveemployeeperformancebecause ithelpstheemployeeseedifferent perspectivesoftheirperformanceAppropriateforworkteamevaluations美國研究生課程-薪酬管理-basesforpay2360DegreePerformanceApprais55360De

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