leadership roundtable “jousting sessions” competency 2b – developing human resources july 19,...
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Leadership Roundtable Leadership Roundtable “Jousting Sessions”“Jousting Sessions”
Competency 2b –Competency 2b –Developing Human Developing Human
Resources Resources
July 19, 2004July 19, 2004
Creating Positive Creating Positive CommunicationCommunication
ThroughThrough
Job EvaluationsJob Evaluations
Communication Is Communication Is FundamentalFundamental
Every Employee Deserves a Complete Understanding of His Job
Communication Is Communication Is FundamentalFundamental
Every Employee Deserves a Complete Understanding of His Job
Every Employee Deserves a Complete Understanding of Performance
Expectations
Job DescriptionsJob Descriptions
Broad, but Clearly Stated View of Job Requirements
Must Be Completed Before Position is Filled
Job DescriptionsJob Descriptions
Broad, but Clearly Stated View of Job Requirements
Must Be Completed Before Position is Filled Need to Be Updated Continuously
Job DescriptionsJob Descriptions
Broad, but Clearly Stated View of Job Requirements
Must Be Completed Before Position is Filled Need to Be Updated Continuously Need to Provide for Promotional Path -
Career Development
Job EvaluationsJob Evaluations Need to Supplement Regular Communication Use of Objective Checklist/Forms
Job EvaluationsJob Evaluations Need to Supplement Regular Communication Use of Objective Checklist/Forms Use of Subjective Memorandum
Job EvaluationsJob Evaluations Need to Supplement Regular Communication Use of Objective Checklist/Forms Use of Subjective Memorandum Based on Measurable Goals
Job EvaluationsJob Evaluations Need to Supplement Regular Communication Use of Objective Checklist/Forms Use of Subjective Memorandum Based on Measurable Goals Role of Self-Evaluations
Job EvaluationsJob Evaluations Need to Supplement Regular Communication Use of Objective Checklist/Forms Use of Subjective Memorandum Based on Measurable Goals Role of Self-Evaluations Role of Peer Evaluations
Job EvaluationsJob Evaluations Need to Supplement Regular Communication Use of Objective Checklist/Forms Use of Subjective Memorandum Based on Measurable Goals Role of Self-Evaluations Role of Peer Evaluations Role of Reverse/Supervisor Evaluations
Job EvaluationsJob Evaluations Need to Supplement Regular Communication Use of Objective Checklist/Forms Use of Subjective Memorandum Based on Measurable Goals Role of Self-Evaluations Role of Peer Evaluations Role of Reverse/Supervisor Evaluations Be a Confidential Document Between
Supervisor and His Subordinate
Job EvaluationsJob Evaluations
360-Degree Evaluations
– Also called Multisource Assessments
– Based on employees being motivated more by esteem of coworkers than to win the respect of their supervisor alone.
360-Degree Evaluations
–Generally involve 5 0r 6 evaluators• Employee Chooses 3 or 4
• Supervisor Chooses 1 or 2
• Should Include Self-Evaluation
Relationship Between Evaluations and Merit Pay
Compensation Systems are Quickly Changing to Merit Based Only
Relationship Between Evaluations and Merit Pay
Compensation Systems are Quickly Changing to Merit Based Only
Direct Correlation Should Exist Between Performance and Pay Changes
Relationship Between Evaluations and Merit Pay
Compensation Systems are Quickly Changing to Merit Based Only
Direct Correlation Should Exist Between Performance and Pay Changes
Specific Challenges Within Not-for-Profit Entities
Recommended Books:
Managing Human Resources – Sherman, Bohlander, Chruden
Human Resources in the 21rst Century – Effron, Gandossy, Goldsmith
Complete Idiots Guide to Human Resource Management – Pell
Complete Idiots Guide – Performance Appraisal – Margrave and Gorden
360 Degree Feedback – Edwards and Ewen