presentation on performance management & appraisal of the course human resource management
TRANSCRIPT
Presentation on Human Resource
Management Based on Performance Management & Appraisal
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
Human Resource Management & It’s Process
Human Resource Management
• The Process • Process of acquiring• Training • Appraising• Compensating • Employee’s• Attend labor relations,health & family
safety
Human Resource Management Process
Performance Management & Appraisal & Steps
Performace Appraisal • Evaluating an employee’s • Current and or/past relative to his or her
performance standard
Performance Management• The Process• The process employers use to make sure
employees are working toward organizational goals.
Performance Management & Appraisal Steps
• Defining The Jobs• Appraising performance• Providing feedback
Performance Management & Appraisal Interview
Types Of Appraisal Interviews– Satisfactory—Promotable– Satisfactory—Not promotable– Unsatisfactory—Correctable– Unsatisfactory—Uncorrectable
•
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.
How To Handle a Defensive Subordinate
– Recognize that defensive behavior is normal.
– Never attack a person’s defenses.– Postpone action.
• Recognize your own limitations
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
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.
•
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.
Example Of Some Sport’s Entertainer Based on their Performance Management & Appraisal with salary
Vince McMahon
Salary Range Based on Employee’s Performance Management & Appraisal
Your text here
$245,000 Roman Reigns
$7,00,000Daniel Bryan
1.6 MillionRandy Orton
2 MillionBrock Lesnar
2.12 MillionTripple H
2.25 MillionThe Undertaker
2.75 Million John Cena
3 . 3 5 M i l l i o nThe Rock
All Rights Reserved By Md Nazmul Alam Apu