MODULE 7: MANAGING EMPLOYEE PERFORMANCE

Attached here are my photos while reading and highlighting important details about the
module 7: Managing Employee Performance

As what I have learned in this module, lesson 1 tackles about how HR manager handles the
performance of an employee. The types of performance issue are highlighted in this lesson
including the Factors that influences the performance of a worker. The HR uses
Performance Appraisal to evaluate their employees. A Performance Issue Model is also
demonstrated. This model consists of the Mandated Issue that is an act that disobeys both
company rules and the law itself. Another issue is the Single incident or just like a minor
issue that can be resolved through proper communication. In investigating a improper
performance or behavior of an employee, a proper documentation is needed and there are
process specifically intended for this. After the investigation, handling the issue regarding
the employee performance was also considered. Progressive discipline process where
disciplinary intervention was implemented and Seven Test of Just Cause where there are
seven steps in handling performance issue. In intervening on employee conflicts, there are
two options there which is, employee separation where an employee resigns or being
terminated and the other one is Absconding, where an employee just stop working without
giving notice.

In lesson 2, the Rights of the Employees are talk through. Job Protection Rights consists of
law and organization that gives importance to the rights of an employee in the workplace.
Privacy Rights has also significance in Employee rights. One example is the Health
Insurance Portability and Accountability Act (HIPAA) where the government instructs
companies to keep health information of the employees private and should have a separate
file for this. Labor Unions on the other hands are group of employees that fights for their
rights.

MODULE 7: MANAGING EMPLOYEE PERFORMANCE

VIDEOS TO WATCH!!!
Attached here are my photos while watching the videos about Managing Employee
Performance.

The one that gives a mark for me the most is the video discussing the Employee Rights. By
watching the videos, Employee Rights are the powers and privileges derived from the law
and tradition within the context of the employment relationship. Most employee rights can
be formalized and see through a contractual rights. HR negotiated these contracts to the
applicants regarding their specific jobs, contract term, and terms for termination, benefits,
salaries and other employee rights.

On the other hand, Just cause is the reasonable justification for taking employment –
related action while the Due Process is the one that protects employees from unjust or
arbitrary discipline or termination.

MODULE 8: EMPLOYEE ASSESSMENT

Attached here are my photos while reading and highlighting important details about the
module Employee Assessment.

As what I have learned, the Lesson 1 mainly talks about the Performance Evaluation
Systems. This is a systematic way of examining an employee performance. Errors are
inevitable especially on systems like this, Halo effects, Mistake in rating, Validity issues,
Reliability, Acceptability, and Specificity are some of the errors. On the legal matters, the
Civil Service Reform Act of 1978 is the set of standards that use for performance
evaluation.

In lesson 2, Appraisal Method is discussed. Methods include Trait where a manager looks
for a specific trait, Behavioral where they look at the actions of an employee, Comparative
where employee are compared with his/her co-employee and Results Method is when they
focused on the accomplishment of an employee. Graphic Rating Scale, Essay Appraisal,
Checklist Scale, Critical Incident Appraisal, Work Standards Approach, Ranking Methods,
Management by Objectives (MBO), Behaviorally Anchored Rating Scale (BARS) are the
other methods used.

And lastly at the Lesson 3 of this module, Performance Review System is used to identify if
the Appraisal or the Evaluation of the Employee Performance is effective.

MODULE 8: EMPLOYEE ASSESSMENT

VIDEOS TO WATCH!!!

Attached here are my photos while watching the videos about Employee Assessment.

The topics in the videos posted mainly are;

Objectives of the Management

Tips for Managers on what’s the right thing to do to train employees in working in teams

Ways in Evaluating Employees

The Performance Appraisal

The Performance Evaluation Process and Systems

Performance Evaluation Criteria

To sum things up, one of HR Managers duty is to train the employees. In that training, the
employee is being trained about his/her job. The HR Manager also has the duty to make the
goal of the company be the same goal of the employee. That step is called Management by
Objectives. There are steps to be taken in order to fully succeed in doing this. Videos
regarding the things to do of an HR manager to train employees to work together this
would benefit both the company and the employee because this is a step in achieving each
other goals. And when an HR manager is evaluating an employee, there are three tips to
evaluate employee assessment which are attitude, effort and performance. Employees
should have a positive strong attitude, to stay dedicated and be on time, and the job done to
the highest level of performance.
MODULE 9: WORKING WITH LABOR UNIONS

Attached here are my photos while reading and highlighting important details about the 9 th
module, working with Labor Unions.

The idea of Union was first tackled at the Module 8: Employee Assessment. As we all know,
Union is an organization or group of employees that has a common goal. The goal of a union
is to achieve higher or better pay, benefits and promotions. There are numbers of union
dated from 1866 to present. And those unions fight for the things our workers enjoy today.
Like having eight hours of work hour, having benefits and better pay, have job security and
many more. And at these times, Unions around the world face a challenge. And that is the
continuing decrease of the number of members who wants to join unions. The cause of this
is that workers nowadays want to focus on maintaining a non-union status. On top of that,
there are laws and organization protecting the rights of Unions. Railway Labor Act (RLA) of
1926, The Norris-LaGuardia Act of 1932 (also known as the anti-injunction bill), Wagner
Act (sometimes called the National Labor Relations Act), Taft-Hartley Act and Landrum
Griffin Act (also known as the Labor Management Reporting and Disclosure (LMRDA) Act)
are some of the laws for unions while the National Labor Relations Board (NLRB) and
National Mediation Board (NMB) are the organizations that protects unions. And the steps
or process of unionization was also discussed in this module.

In the Lesson 2, Collective Bargaining is mentioned which means the process of

negotiations between companies and representative of a union. There are five processes in
the Collective Bargaining stated in this module and there are also examples of the topics in
the bargaining. The three main classifications of bargaining topics are mainly, Mandatory,
Permissive and Illegal. And lastly, the Ramification of a Bargaining Impasse is what Lesson
2 in this module consists.

At the end of this module at the Lesson 3, administration of the collective bargaining
agreement is discussed. This contains topic about Grievances which signifies the result of
the violation of the contract terms or perception of violation. There are also the seven
process in taking action for grievances and lastly, the categories where the grievances can
be indicated.
MODULE 9: WORKING WITH LABOR UNIONS

VIDEOS TO WATCH!!!

Attached here are my photos while watching the videos about Working with Labor Unions.

By watching the videos, I have learned that union is a formal association of workers that
promotes the interest of its members through collective action. There are two reasons why
employees join unions. First is because they are dissatisfied with how they are treated by
their employers and the second is they believe that unions can improve their work
situations. Based on the video, the importance of unions is it balances the power of workers
with corporation to get a fair share. Collective bargaining is the bilateral negotiations
between labor and management teams over wages, terms and conditions of employment.
Negotiation is a discussion intended to produce an agreement.