Appraisals provide information for performance improvement, promotion and salary decisions, career planning, and mentoring
performance appraisals can add value to mentoring programs
2 reasons to perform an appraisal
1) Summative
-> provide information with which promotion and salary decisions are made
2) Formative
->provides an opportunity for managers and employees to review each employee’s work-related behaviour, achievements, and contributions to the organization.
enables the manager and employee to
•acknowledge the employee’s strengths
•develop an action plan to set goals
3 steps to the performance appraisal process
1. Define performance expectations and standards
2. Appraising employee performance by comparing actual performance to expectations
3. providing feedback to employees and planning future development
** appraisal problems arise if these steps are not carefully followed
Uses of compensation
improve performance
reward high performance
contribute to the achievement of an organization's strategic goals
The purpose of "communication programs" in regards to Employee relations
in order to keep employees motivated and committed
employees need information about the company, it's goals, and their role in making the organization successful
4 steps to discipline without punishment
1. Issue oral reminder
2. Issue the employee a formal written reminder.
3. Give a paid one-day "decision-making"leave
4. If no further incidents occur in the next year or so, the one-day paid suspension is purged from the person's file. If the behaviour is repeated, dismissal is required.
4 bases for dismissal
unsatisfactory performance
misconduct
lack of qualifications for the job
changed requirements of the job
Employers are deemed wrongful dismissal when there is termination without notice except....
when there is "just cause".
A legally defensible reason or cause.
The proof: the employer must prove that the employee has irreparably damaged the working relationship to the point that it is unrealistic and unreasonable to expect the employer to work with the employee.
Changes in employment status that constitute constructive dismissal:
demotion
reduction in pay and benefits
forced resignation
forced early retirement
forced transfer
changes in job duties and responsibilities.
true/false:
a employee who believes that he or she has been constructively dismissed can sue the employer for wrongful dismissal
True
The organizational culture consists of core values, beliefs, and assumptions that are widely shared by members of an organization. Briefly list some purposes of HRM and organizational culture
fostering employee loyalty and commitment
shaping employees attitudes about themselves, the organization, and their roles
providing employees with a sense of direction and expected behaviours
create a sense of identity, orderliness, and consistency
What are some actions that the UNION cannot do regarding union formation
refuse to bargain in good faith
intimidate employees based on union formation
conduct union business on company time/premises without permission
threaten/authorize unlawful strike
Engage the "head" means what?
head - the rational part, how employees connect with goals and values of the company
engage the "hands" means?
hands: employees willingness to contribute to the organizations success
Some issues that may arise if employees are not engaged?
employee is not understood
lack of communication
not paid enough
doesnt get along with peers
job is not challenging enough
What is an "open-door" program
a program that allows the employee the right to appeal actions of supervisors to higher levels in the organizations
The three foundations of fairness in discipline?
1) Rules and regulations
2) System of progressive penalties
3) an appeal process
6 things management should do during disciplinary action
Take a counseling approach to the problem
Exhibit a positive, non-verbal, not angry or
anxious demeanor
Provide employee with some control over
disciplinary process and outcome
Provide a clear explanation of the problem
behavior
Ensure the discussion occurs in private
Ensure discipline is not arbitrary (consistent
with others)
5 ways to avoid wrongful dismissal
1. Clear written rules that state what actions lead to dismissal
2. evaluate employees annually
3. Do not make promises that cannot be kept
4. Fully investigate infractions and review employee’s HR file before deciding to terminate
5. ensure policy on probationary period is clear
Define the "shared responsibility model"
a model that communicates the importance of employer and employee cooperation to reduce incidents
3 basic causes of accidents
1) unsafe conditions
2) unsafe acts
3) chance occurances
4 steps to controlling Workers' Compensation costs
1) Preventing the accident
2) responding appropriately to an accident
3) facilitating employees return to work
4) conduct functional abilities evaluations
There are two ways to prevent accidents: 1) reduce unsafe conditions and 2) reduce unsafe acts. Describe a couple ways to reduce unsafe acts
practice careful selection
provide training
provide positive reinforcement
obtain top management commitment
monitor work related stress
What is the purpose of employee wellness programs? Provide some examples of wellness programs.
strategic health and safety initiatives that take the proactive approach to employee well-being; highly-cost effective
stress management
smoking cessation
heart health
physical fitness
nutrition and weight management
Workplace bullying is escalating and can range from social isolation to excessive criticism. List some ways HR can control this:
institue workplace violence policies
heighten security measures
improve employee screening
provide workplace violence
Explain the strategic importance of managing performance
