Performance Appraisal and employee compensation

1. Human Resource Management
Unit 4
Enhancing and Rewarding Performance

2. Performance Appraisal
An objective assessment of an individual’s performance against
well defined benchmarks.

3. Purpose of Performance Appraisal
Systems
Goals
MethodsResults

4. Objectives
of
Performance
Appraisal
Regularly
Discuss Results
Identifies
Strengths and
Weaknesses
Fair and
Equitable Format
Basis for
Salary/Promotion

5. Performance Appraisal and Competitive
Advantage
Competitive
Advantage
Improving
Performance
Making
Correct
Decisions
Ensuring
Legal
Compliance
Minimizing
Dissatisfaction
and Turnover
Strategy and
Behavior
Values and
Behavior

6. Objectives of Performance Appraisal
Establish Job Expectations
Design an Appraisal Programme
Appraise Performance
Performance Interview
Archive Appraisal Data
Use Appraisal Data for Appropriate Purpose
Performance Appraisal Process

7. Appraisal
Design
Formal V/s
Informal
Whose
Performance?
Who are the
Raters?
What Problems?
How to Solve?
What to
Evaluate?
When to
Evaluate
What Methods?

8. Appraisal Methods
Past-Oriented
BARS
Field Review
Tests and Observations
ACRS
Essay
Cost Accounting
Rating Scales
Checklists
Forced Choice
Forced Distribution
Critical Incident
Future-Oriented
Assessment Centers
MBO
360 Degree Appraisal
Psychological Appraisals

9. Performance
includes
Timeliness of
Output
Presence at
Work
Cooperativeness
Quality of
Output
Quantity of
Output

10. Performance Management
• A process that consolidates
– Performance Interview
– Archiving Performance Data
– Use of appraisal Data

11. Why
Performance
Management
Total
Quality
Appraisal
Issues
Strategic
Focus

13. Primary Uses of Performance
Appraisals

14. Job Evaluation
• Process of analyzing and assessing the various
jobs systematically to ascertain their relative worth
in an organization.

20. Remuneration
• Compensation an employee receives in return
for his or her contribution to the organization.

21. Components
of
Remuneration
Wages &
Salary
Incentives
Perquisites
Fringe
Benefits
Non
Monetary
Benefits

45. Ensuring a safe and healthy work
environment
• Human resources have a vital role in ensuring
employee health and safety. HR further
encourage and sustain employee health and safety
in the workplace, consider implementing these
practices
Establish open communication
Coordinate with facility management
Provide health and safety management

46. • HR specialist are aware of the work environment
and unique risk that employee encounter under
specific circumstance
• Encourage facility managers to invest in products
designed to prevent slip and fall accidents such as
– anti-slip safety matts
COORDINATE WITH FACILITY
MANAGEMENT

47. • Implement required safety training programs
for all employees
• Encourage employees to be responsible and
take sick time when necessary without
reprimand
• Hold fire and emergency drills as required by
law .
PROVIDE HEALTH AND SAFTEY
TRAINING

48. • A key component of maintaining employee trust is encouraging a
open communication on any and all health and safety issues
observed.
• To prevent fear of communication recruit and educate the best
superiors to encourage accessibility and interaction.
ESTABLISH OPEN COMMUNICATION

49. The Occupational Safety and Health Act is the
primary federal law which governs occupational
health and safety in the private sector and federal
government in the united states. It was enacted by
the congress in 1970 and was signed by President
Richard Nixon on 29 December 1970.
Occupational Safety & Health Act
(OSHA) of 1970

50. • Mission of OSHA
• To assure the safety and health of America’s workers by
setting and enforcing standards.
• Providing training and educations.
• Establishing partnership with Businesses.
• Encouraging continual improvement in workplace safety
and health.
• Coverage of non-governmental employees and
employee working in state and local government
organizations.

51. PROVISION OF OSHA
• OSHA Standards
It applies to general industry, construction and
agriculture
It covers the workplace, machinery and equipment,
material, power source, processing, protective clothing,
first aid and administrative requirement.
• Enforcement of the Act.
The secretary of labor is authorized by the Act to
conduct workplace inspections, to issue citations, and
to impose penalties on employers.
Regular inspections are conducted by the OSHA.

52. Design a safe work environment
Guards, handrails.
Safety goggles, Helmets.
Working lights.
Self-correcting mechanisms.
Automatic shutoff.
Reducing the Incident of disease.
Record keeping
Monitoring exposure
 Genetic screening
Ergonomic
Change job environment to match capabilities and limitations of
employees.
Accident preventions

53. • Management needs feedback from inspections,
reports and observation .
• Safety should be a part of organisation culture.
• Top management must be committed to safety.
• Safety committees empower employees to
maintain a safe environment.
ENSURING JOB SAFETY

54. • Benefits of a safe and healthy workplace.
 Higher productivity
 Increased efficiency and quality
Reduced medical and insurance costs.
Lower workers compensation rates and payments
Improved reputation as an employer of choice.
Strategic importance of
workplace safety and health

55. • Take a prompt step to correct hazardous
condition
• Encourage employees to report unsafe or
unhealthy conditions.
• Seek suggestions from employees for
improvement or workplace condition.
• Monitor their work places frequently to identify
unsafe and unhealthy conditions.
SUPERVISOR ROLE IN
EMPLOYE SAFETY

56. • Allow employees to talk freely with one another and consult with colleagues
about work issues.
• Reduce conflicts on the job.
• Have open communication between management and employees.
• Support employee’s effort’s, for instance by regularly asking how they are doing.
• Provide competitive personal leave and vacations benefits.
• Reduce the amount to red tape for employee.
• Recognizes and rewards employee’s for their accomplishment and contributions.
• Ensure effective job fit, since stress overload can result when workers are
mismatched with jobs.
• Similarly, giving employee’s more control over the jobs can also mediate the
effects of Job stress.
• Provide employee assistance programs including professional counseling help.
Step that may be Taken to Reduce Workplace
Stress

57. • Training programDevelop
• Health and safety
committeesSet Up
Management role in employee’s
safety (cont)
• Safety policiesMonitor
• Action plan and checklistDraw up

58. Employees must
• Work safely to protect
themselves and others for injury
and follow all instructions.
• For example: Wear all personal
protective equipment provided.
Follow safe work procedures.
• Report any issues, including
hazard, injuries, illness and
misuse.
Employer’s Must.
• Properly orientate, train and supervise staff
to ensure safe work practices and followed
by all employees.
• Consult with all employees, about decision
that will affect safety in the work place.
• Provide suitable personal protective
equipment to make sure workers can do
their job safely.
Responsibilities and Right of
employer and employees