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Maximizing the Use of Human Resources

Maximizing the Use of Human Resources . Dustin Reischman 04/30/2013. Performance Appraisals. Has to be fair for ANY employee Never include personal questions Will be chosen at random Anonymous Will not effect your current pay Has input section for improvement

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Maximizing the Use of Human Resources

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  1. Maximizing the Use of Human Resources Dustin Reischman 04/30/2013

  2. Performance Appraisals • Has to be fair for ANY employee • Never include personal questions • Will be chosen at random • Anonymous • Will not effect your current pay • Has input section for improvement • Will Help Better the Company!

  3. Preappraisal Activities

  4. PostappraisalActivities • Action Plan • Make a Progress chart/table • Make a another appraisal meeting (90+days from last one) • Compile report on induction program • Document Common Concerns • Their Goals until next meeting

  5. Feedback potential

  6. Steps for managers to take for helping career goals

  7. Companies optimal value and furthering their careers with us

  8. Research on Team Performance • Try not to have teams with square performers trying to fit into circular holes • Job Performance to Related Knowledge • Cognitive Strategy and Processes behind those • Training for Skill Acqusition • Advancement through the company • Lack of Turnover

  9. Assess Team Performance • Hands-on power • Leadership • Excellence • Benefits • Goals • Individual and specific resp.

  10. Assessing team performance

  11. Succession Planning-Stock Sample

  12. How can it benefit the company? Achieve Mastery Get Experienced Projects Worked On Get Familiar Time Spent

  13. Succession Planning • Appeases shareholders, employees and executives for the foreseeable future • Can plan for large-scale projects easier • Can also become a point of pretension if not handled appropriately

  14. Highlights • Will Help Better the Company! • Experience and mastery in the particular field. • Less Turnover • Communication is Better • Less losses

  15. CEO’s To-Do • Keep employeeshappy • Keep a clear message • Create a Succession Plan • Have Individual Assessments • Have Group Assessments

  16. Resources • Huselid, M. A. (n.d.). Team Performance -- Team Appraisal. PMIA Performance Management Institute of Australia. Retrieved August 6, 2013, from http://www.pmia.org.au/team-performance.html • Individual and Team Performance Assessment. (n.d.). FAA: Home. Retrieved August 2, 2013, from http://www.faa.gov/data_research/research/med_humanfacs/humanfactors/indteamperformance/ • Smith, G. (2004). Leading the professionals how to inspire & motivate professional service teams. London: Kogan Page. • Woodcock, M., & Francis, D. (2008). Team metrics resources for measuring and improving team performance. Amherst, Mass.: HRD Press. • Oechsli, M. (2006, July 31). Team Member Performance Reviews. WealthManagement.com Home Page. Retrieved October 2, 2013, from http://wealthmanagement.com/print/data-amp-tools/team-member-performance-reviews • Unknown. (n.d.). Unknown. Retrieved October 2, 2013, from irishtaxnews.files.wordpress.com/2012/07/succession_planning_model_large3-1.jpg

  17. Questions?

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