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Presentation On Performance Management & Appraisal of The Course Human Resource Management


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Presentation On Performance Management & Appraisal of The Course Human Resource Management

  1. 1. Presentation on Human Resource Management Based on Performance Management & Appraisal
  2. 2. What we’ll show in this Presentation? • Human Resource Management & Process • Performance Management & Appraisal & Steps • Performance Management & Appraisal Interview • Some Great Sports Entertainers Example based on their performance Management & Appraisal Including Salary
  3. 3. Human Resource Management & It’s Process
  4. 4. Human Resource Management • The Process • Process of acquiring • Training • Appraising • Compensating • Employee’s • Attend labor relations,health & family safety
  5. 5. Human Resource Management Process
  6. 6. Performance Management & Appraisal & Steps
  7. 7. Performace Appraisal • Evaluating an employee’s • Current and or/past relative to his or her performance standard
  8. 8. Performance Management • The Process • The process employers use to make sure employees are working toward organizational goals.
  9. 9. Performance Management & Appraisal Steps • Defining The Jobs • Appraising performance • Providing feedback
  10. 10. Performance Management & Appraisal Interview
  11. 11. Types Of Appraisal Interviews – Satisfactory—Promotable – Satisfactory—Not promotable – Unsatisfactory—Correctable – Unsatisfactory—Uncorrectable •
  12. 12. How to Conduct the Appraisal Interviews – Talk in terms of objective work data. – Don’t get personal. – Encourage the person to talk. – Don’t tiptoe around.
  13. 13. How To Handle a Defensive Subordinate – Recognize that defensive behavior is normal. – Never attack a person’s defenses. – Postpone action. • Recognize your own limitations
  14. 14. How to Criticize a Subordinate – Do it in a manner that lets the person maintain his or her dignity and sense of worth. – Criticize in private, and do it constructively. – Avoid once-a-year “critical broadsides” by giving feedback on a daily basis, so that the formal review contains no surprises. – Never say the person is “always” wrong
  15. 15. How to ensure the interview leads to improved performance – Don’t make the subordinate feel threatened during the interview. – Give the subordinate the opportunity to present his or her ideas and feelings and to influence the course of the interview. – Have a helpful and constructive supervisor conduct the interview. – Offer the subordinate the necessary support for development and change. •
  16. 16. How to handle a formal written warning – Purposes of the written warning • To shake your employee out of bad habits. • Help you defend your rating, both to your own boss and (if needed) to the courts. – Written warnings should: • Identify standards by which employee is judged. • Make clear that employee was aware of the standard. • Specify deficiencies relative to the standard. • Indicates employee’s prior opportunity for correction.
  17. 17. Example Of Some Sport’s Entertainer Based on their Performance Management & Appraisal with salary
  18. 18. All Rights Reserved By Md Nazmul Alam Apu