HRM
Fichier Détails
| Cartes-fiches | 51 |
|---|---|
| Langue | English |
| Catégorie | Gestion d'entreprise |
| Niveau | Université |
| Crée / Actualisé | 05.05.2020 / 01.01.2024 |
| Lien de web |
https://card2brain.ch/box/20200505_human_resource_management
|
| Intégrer |
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Give an example of a Balanced Scorecard (Solution in picture)
Balance of all the Strategic Objectives
Explain the most important steps of the MbO Process (Solution in picture)
Step 4: Measures to what percentage the employee goals are fulfilled
Step 6: Final review of overall performance
What performance objective are represented in SMART Method
All performance objectives should be SMART
Specific
Measurable
Attainable
Relevant
Timely
Due to what issues can goals cause systematic problems to an organization?
- Narrowed focus
- Unethical behavior
- increased risk taking
- decreased cooperation
- Decreased intrinsic motivation
What relations are included in the 360° Performance appraisal?
In which HRM functions is Performance Appraisal applied? (Solution in Picture)
- Employees, Colleagues, Supervisors and Customers give feedback
- Recruitment, Selection, Training and Development, Compensation Management, Labor Relations
List some reasons why Performance appraisals fail
- Lack of information and support in top management
- Unclear performance standards
- Bias errors!
- Too many forms
- Use for conflicting purposes
List some issues Managers have with Perfromance appraisals
- Little face to face, they don’t like the face-to-face confrontation
- Relation between the job description and appraisal criteria isn’t clear
- Little or no benefit from time and energy spent in process
- Don’t have adept at rating employees or providing appraisal feedback
- Only once-a-year event
Whats the difference between the traditional and modern approach to PM
What are different options to chose from when planning and working in goal setting
Goal Setting --> feedback (traditional) , Evaluation --> Compensation (modern)
Goal setting:
Planning: annually (time to plan) or agile (time to adapt)
Working: working independently or as a team
What benefits does Feedback from managers bring?
Only managers:
1. Manager turnover
2. Dual-reporting relationships
3. Globalization
4. Critical Mindset
What options can we choose from when planning Feedback and Evaluation?
Feedback:
Source: from managers only, crowdsourced
Timeline: annual or in-the-moment
Purpose: Judgement or Coaching for Performance
Evaluation:
complex or simple
ratings or no ratings
Performance: inspiring vs. measuring employees
How can technology help with Perfromance Evaluation?
- Automation
- Reporting & analytics
- Centralization
- Accessibility
- Consistency
- Less administration work
