11.3 Completing and Conducting the Appraisal Learning Objectives Be able to discuss best practices in performance review planning. Be able to write an improvement plan for an employee. So far, we have discussed the necessity of providing formal feedback to employees through a systematic performance evaluation system. We have stressed the importance of making sure the HR professional knows how often performance evaluations should be given and if they are… Read More »Completing and Conducting the Appraisal

11.2 Appraisal Methods Learning Objective Be able to describe the various appraisal methods. It probably goes without saying that different industries and jobs need different kinds of appraisal methods. For our purposes, we will discuss some of the main ways to assess performance in a performance evaluation form. Of course, these will change based upon the job specifications for each position within the company. In addition to industry-specific and job-specific… Read More »Appraisal Methods

11.1 Performance Evaluation Systems Learning Objectives Define the reasons for a formal performance evaluation system. Explain the process to develop a performance review system. A performance evaluation system is a systematic way to examine how well an employee is performing in his or her job. If you notice, the word systematic implies the performance evaluation process should be a planned system that allows feedback to be given in a formal—as opposed to informal—sense. Performance… Read More »Performance Evaluation Systems

Chapter 11: Employee Assessment A Tough Conversation As you wake up this morning, you think about the performance evaluation you will give one of your employees, Sean, later this morning. Sean has been with your company for two years, and over the last six months his performance has begun to slide. As the manager, it is your responsibility to talk with him about performance, which you have done on several… Read More »Employee Assessment

10.2 Employee Rights Learning Objectives Be able to explain employee rights. Define unions and explain their relation to the HRM function. Employee rights is defined as the ability to receive fair treatment from employers. This section will discuss employee rights surrounding job protection, privacy, and unionization. Job Protection Rights If HR doesn’t understand or properly manage employee rights, lawsuits are sure to follow. It is the HR professional’s job to… Read More »Employee Rights

10.1 Handling Performance Learning Objectives Explain the types of performance issues that occur in the workplace, and the internal and external reasons for poor performance. Understand how to develop a process for handling employee performance issues. Be able to discuss considerations for initiating layoffs or downsizing. As you know from reading this book so far, the time and money investment in a new employee is overwhelming. The cost to select,… Read More »Handling Performance

Chapter 10: Managing Employee Performance A Dilemma You have been the store manager for a large coffee shop for three years but have never had this type of problem employee to handle before, and you schedule a meeting to speak with your HR manager about it. Jake, one of your best employees, has recently begun to have some problems. He is showing up to work late at least twice per… Read More »Managing Employee Performance

9.2 Management Styles Learning Objectives Define the various types of management styles. Explain how we can determine which style to use in a variety of situations. Management style ties in very closely with communication style. There isn’t necessarily one management style that is better than another; they are simply different and might be used in a variety of situations. HR managers can provide training on each of these areas since… Read More »Management Styles

9.1 Communication Strategies Learning Objectives Explain the concept of emotional intelligence. Describe the four types of communication in the workplace. Explain the various communication styles and identify your own style. Define nonverbal communication and describe the importance of it in an HR setting. Communication, as you see in our opening scenario, is key to a successful career as a human resource manager (HRM) or as a manager. While communication is… Read More »Communication Strategies

8.4 Designing a Training Program Learning Objectives Be able to design a training program framework. Understand the uses and applications of a career development program. The next step in the training process is to create a training framework that will help guide you as you set up a training program. Information on how to use the framework is included in this section. Training Program Framework Development When developing your training… Read More »Designing a Training Program