PPT

• Making hiring decisions


  1. Top-down

  2. Rule of three

  3. Passing scores

  4. Banding
• Top-down


  Ranking applicants from high to low, priority in hiring like top 1 - top 3
• Rule of three


  Choose best three applicants, give to the department who will choose
• Passing scores


  Candidates who pass the score, applicants who need to meet the scores
• Banding


  Candidates who passed the same score, range or groups
• Performance evaluation


  For improving employee performance, determining salary increase, making promotion or termination decision and conducting personnel research
• Performance dimensions


  • Trait-focused
  • Competency-focused
  • Task-focused
  • Goal-focused
  • Contextual
• Trait-focused performance dimensions


  Employee attributes, poor feedback
• Competency-focused performance dimensions


  Employee's knowledge, skills and abilities (KSAO)
• Task-focused performance dimensions


  Similarity of performance tasks
• Goal-focused performance dimensions


  Based on goals to be accomplished
• Contextual performance


  Doing tasks not part of one's job, good organizational citizenship
• Rating methods


  • Employee comparisons
  • Graphic rating scale
  • Behavioral checklists
  • Critical incidents
  • Faces scale
• Employee comparisons


  Comparing to other employees, will choose one if A is more competent or B
• Graphic rating scale


  Will circle the rate like Likert scale
• Behavioral checklists


  There's a statement and will check if they follow it, e.g. proper use of vehicle
• Critical incidents


  Examples of good or poor performance, e.g. sales lady helping customer
• Faces scale


  Smiley faces or emotions
• Primacy effect


  Early impression as the basis of evaluation
• Recency effect


  Most recent behavior as the basis of evaluation
• Training


  Acquisition of skills to improve performance
• Training need analysis


  1. Organizational analysis

  2. Task analysis

  3. Person analysis
• Organizational analysis


  Organizational factors that facilitate or inhibit training effectiveness
• Task analysis


  Identify the tasks performed, the competencies needed for the tasks
• Person analysis


  Which employees need training and in what areas
• Types of incentives to motivate employees

  • Premack principle
  • Financial rewards
  • Recognition
  • Travel
• Premack principle


  Reinforcing with something that in the surface does not appear to be a reinforcer, reinforcement is relative
• Financial rewards


  Variable pay, bonuses and prizes
• Recognition


  Through recognition programs
• Travel


  Travel awards rather than financial rewards
• Individual incentives


  • Pay-for-performance
  • Merit pay
• Pay-for-performance


  Pay employees according to how much they individually produce
• Merit pay


  Based on performance appraisal scores
• Group incentives


  • Profit sharing
  • Gainsharing
  • Stock options
• Profit sharing


  Provide employees a share of profits above a certain amount
• Gainsharing


  Provide financial incentives on improvements in organizational performance
• Stock options


  Employees are given opportunity to purchase stock in the future, typically at the market price on the day the options were granted
• Motivation and satisfaction theories

  • Maslow's needs and values
  • ERG theory
  • Two-factor theory
  • Expectancy theory
  • Equity theory
• Maslow's needs and values

  Basic needs (physiological, safety), psychological needs (belongingness, esteem), self-fulfillment (self-actualization)
• ERG theory


  Existence, relatedness, growth - a person can skip a level, frustration regression theory