HND大三人力资源管理实务第三次(共4页).doc

精选优质文档-倾情为你奉上The Appraisal System of A G Bell LtdIntroduction: This report involved the objective of A G Bell Ltd introducing an appraisal system; the advantages and constraints of appraisal systems; the type of appraisal scheme; and the guidelines to issue to managers in A G Bell.Section1（a）Key objectives of A G Bell Ltd introducing an appraisal system: -To provide feedback to management. In the case, use appraisal system can help manager find what the staff deficiency things and preponderance, and according this the manager can assign jobs reasonable.-(b) Advantages of appraisal systems-It can provide information for manager. -It can help organization make plan for solve problems and allocation resource.-This is a implement and manage transform way.-It benefits for build team and it can improve team relationship between different team.-It can enhance communicate and cooperation in the different organization, it can help organization achieve the target.- It can make sure what the staff development and train needs, and it benefit for the reserve force develop of staff.Constraints of appraisal systems-Too much paperwork and trivial included in process -Preoccupation with the process itself rather than with the outcomes of the process -Inappropriate or irrelevant measures of performance -Lack of trust between managers and employees -Too time-consuming -Employees are encouraged to focus on meeting objectives set by the appraiser, and as a result, quality is compromised -Managers paying lip service to the system rather than linking employee objectives to organizational goalsSection2(a)Form of employeeBehaviorally anchored rating scalesSliding scales of grading360-degree appraisalSelf appraisalRole of manage-In enabling the HR policies and practices, or bringing them to life -In acting upon advice or guidance from HR -In controlling the work flow by directing and guiding the work of others. -In offering feedback and motivating the employee-In enabling the HR policies and practices, or bringing them to life -In acting upon advice or guidance from HR -In controlling the work flow by directing and guiding the work of others. -In offering feedback and motivating the employeeAccording to your own observations to make objectivity evaluationRole of employees-provide the job descriptionand key functional area -provide the job descriptionand key functional areaAccording to your own observations to make objectivity evaluationThrough obtain data for appraising:-Levels of customer satisfaction-Sales volumes-Production statistics-Feedback from team members-Record of attendance.Role of HR specialistThe HR Manager ensures consistency of implementation of the appraisal process, provides access to appraisal training, offers advice and assistance as required to all participants, and assistance as required to all participants, and ensures that records are kept confidentially.The HR Manager ensures consistency of implementation of the appraisal process, provides access to appraisal training, offers advice and assistance as required to all participants, and assistance as required to all participants, and ensures that records are kept confidentially.HR specialist should establish the appraise team and train them for avoid the appraise result suffer by subjective affect. Ensures that records are kept confidentially.Role of other people involvedAccording to your own observations to make objectivity evaluation(b) I think the A G Bell Ltd suit the behaviorally anchored rating scales.(1) Although establishing BARS for each of the job role in a large and complex organization could be very time-consuming, but implement it will save time.(2) This method are very useful and exactly. In the case, the staff can easy to find what skill they deficiency. The result of appraisal can help A G Bell Ltd offer some necessary change to learning and training for enhance the staff quality.(3) This method have enough democracy, it easy make staff acceptable. A G Bell Ltd think people are valued as a key resource, so the appraisal system democracy will help company retain the employee.(4) This method has an good feedback function. In the case, the good feedback function will help A G Bell Ltd staff remedy shortage and developed good qualities.Section3The guidelines to issue to managers in A G Bell Ltd:Appraisee and appraiser prepare before the meeting: (1) Ensure that appraiser and appraise are properly trained in the appraisal process.(2) Plan the place, time and environment to ensure there will be no interruptions.(3) Review the appraisees previous employment history.(4) Obtain the appraisees job description if such a document exists-if not, then the appraise could prepare an informal but written account of what they understand tobe a description of their present job role.(5) Obtain feedback on the appraisees performance.(6) The appraise should undertake a self review of their own work performance.(7) Prepare an agenda for discussion at the appraisal meeting.(8) Complete any in-house preparation documentation.During the meeting:(1) The appraiser and appraise should endeavor to actively listen to each other. Both parties should discuss, make suggestions and suggest alternatives.(2) The apprise should be encouraged o talk, and to identify potential barriers to achieving performance targets and solutions.(3) Both appraise and appraiser should discuss potential ways of improving performance.(4) Both appraiser and appraise should agree the degree of confidentiality to be associated with the meeting.Privacy and confidentiality: (1) Appraise arrangements must maintain a certain degree of privacy,  (2) Appraise process must keep confidentiality. The appraiser will easy make the objective decideBefore the close of the meeting, both parties should:(1) Agree performance targets or objectives(2) Agree the appraisees training needs and make suggestions for training solutions.(3) Agree an implementation plan for the actions that have been agreed(4) Summarise what was has been discussed and check understanding.(5) The appraise system process should obtain the legislation. Like: The Sex Discrimination Act, The Equal Pay Act (EPA) 1975, National Minimum Wage Act 1998, The Disability Discrimination Act1995, Employment Right Act 1996.Meeting follow-up(1) The appraiser should complete any required inhouse documentation, or prepare a more informal appraisal report that acts as a written record of what was agreed at the meeting.(2) The appraiser must make sure that documentation is securely shored to ensure confidentiality.Ongoing activity(1) Both appraiser and appraise must ensure that they carry out the acion plan as agreed.(2) The appraiser will, in most situations, assume responsibility for monitoring progress towards achieving the action plan, and giving feedback coaching and support as required.(3) The appraise should also participate in the monitoring process by keeping the appraiser information of their progress.专心-专注-专业