Powerpoint Presentation - Strategic HRM
Running head: OUTLINE 4
Outline
University
HRMT 605
Introduction
Structure
Medium-large firm with a very hierarchal system.
The culture of the organization is outdated hence, the only method of appraisal was whether the tasks given were achieved.
If they were achieved, the employee given a simple yes/no.
Values seniority so seniors often did not have to take an appraisal and were automatically promoted.
Retention policy for the firm is also not in place (high employee turnover and dissatisfaction.)
Most employees are often poached by competitor firms resulting In high replacement costs for the firm.
Objective
The main objective of this report is the creation and implementation of a new performance appraisal system or method of conducting performance appraisals.
Appraisal
New system based on a five-tiered rating scale (very excellent, fairly excellent, good, needs improvement, fail)
A yes/no system does not take into account gray areas.
An employee may have worked hard and provided some results but might still get a no so system was flawed
Leaves room for improvement
Appraisal will be based entirely on behavior related appraisal system instead of task related appraisal.
Task related system which looks at results encouraged dishonest behavior and competitive work force
Behavior related appraisal will result in more team work within the organization
Will move away from valuing seniority to valuing behavior/goals achieved
Highlight the appraisal process or cycle starting from when to conduct job evaluation, appraisal, promotions and improvements.
Continuous reinforcement
Carrot and stick rule
The method should be fair, equitable, transparent and just.
How to remove biases
Train supervisors
Use multiple supervisors
Make them loyal to and advocate of the system
Retention
Training and development of employees’
Builds motivation as they know they are contributing positively
Long term career goals in mind
Changing the hierarchal, central structure to decentralized structure to give greater flexibility and decision making power to employees.
Can be their own bosses
They know their voice is being heard
Builds greater loyalty with the company
Improving the employees work-life balance
Flextime/work from home options
Reducing the number of hours worked
Improving the compensation package
More budget allotted to recognition and awards
Increasing the pay-scale as compared to the comparator pool
Providing greater maternity leave, family vacations, medical benefits and perks like car purchase options
Conclusion
Summary
Five tiered system (based on behavior)
Proper feedback and planning
Equitable and transparent
Retention through training and development, work/life balance and compensation.