HUMAN RESOURCE

MANAGEMENT AND
DEVELOPMENT

REPORTERS:
JENY C. CARIAGA
EDNALYN S. SERRANO
 • Human Resource Performance Appraisal
• Purpose and Benefits of Human Resource Appraisal
• Prosessional and Career Development Plan
• Determining Human Resource Development Needs
• Grievance Management and Resolution
• Grievance Machinery and Process
 WHY DO WE CALL IT AS HUMAN RESOURCE
MANAGEMENT?

• Human refers to the skilled workforce in an organization.

• Resource refers to limited availability or scarce
• Management refers how to optimize and make best use of such
limited or scarce resource so as to meet the organization goals
and objectives.
• Human Resource Management is the process of recruiting, selecting ,
inducting employees, providing orientation, imparting training and
development, appraising the performance of employees, deciding
compensation and providing benefits , motivating employees,
maintaining proper relations with employees.
•Human Resource Management deals
with the management functions like
planning, organizing, directing and
controlling.
Human Resource
Performance
Appraisal
 HOW PERFORMANCE APPRAISALS WORK

• Performance appraisals are usually designed by human resources (HR) departments as a

way for employees to develop in their careers. They provide individuals with feedback on
their job performance. It ensures that employees are managing and meeting the goals
expected of them, giving them guidance on how to reach them if they fall short.
• Because companies have a limited pool of funds from which to award incentives, such as
raises and bonuses, performance appraisals help determine how to allocate those funds.
They provide a way for companies to determine which employees have contributed the
most to the company’s growth so companies can reward their top-performing employees
accordingly.
Performance appraisals also help employees and their managers create a plan for
employee development through additional training and increased
responsibilities, as well as to identify ways the employee can improve and move
forward in their career.
Ideally, the performance appraisal is not the only time during the year that
managers and employees communicate about the employee’s contributions.
More frequent conversations help keep everyone on the same page,
develop stronger relationships between employees and managers, and make
annual reviews less stressful.
 WHY IS PERFORMANCE APPRAISAL USEFUL?

• Offer feedback . Decide on dismissals

• Encourage performance
• Boost motivation
• Establish objectives
• Reduce poor performance
• Determine compensation
• Promote Training
• Decide Promotions
 TYPES OF PERFORMANCE APPRAISALS

• Self-assessment: Individuals rate their job performance and

behavior.

• Peer assessment: An individual's workgroup or coworkers

rate their performance.
•360-degree feedback assessment: Includes input from an individual,
supervisor, and peers.

•Negotiated appraisal: A newer trend that utilizes a mediator and

attempts to moderate the adversarial nature of performance
evaluations by allowing the subject to present first. Also focuses on
what the individual is doing right before any criticism is given. This
structure tends to be useful during conflicts between subordinates
and supervisors.
 BENEFITS OF HUMAN RESOURCE APPRAISAL

• PERSONAL AND CAREER DEVELOPMENT

Performance appraisal measures employees’ performance, allowing them

to identify their points of strengths and weaknesses. This helps in
employees’ personal growth, as they will try to overcome their
weaknesses and enhance their strengths. This will result in improving
their performance and gaining new skills and experience.
 Organizational Planning

• Another way to utilize performance appraisals is by examining previous

results to understand how the company is currently performing. This
can help managers determine future organizational goals and
objectives. It can also help in assigning and reallocating employees to
the most suitable positions based on their abilities and skills.
 MOTIVATIONAL TOOLS

• Performance appraisal leave a positive impact on motivation through identifying

hard working and high performing employees and reward them on their
effort.This job recognition gives a sense of appreciation and significance to
employees.
• In addition , performance appraisal is a key feedback and communication tool.
• Employee Recognition Programs are fantastic way to boost motivation.
 TRAINING

• Companies can use data obtained from appraisals to design training

programs that are well suited for each employee’s needs. This will result in
improving employees skills and increasing their chances to get promoted in
the company. Performance appraisails can also be used to determine the
effectiveness of the training by measuring employees’ performance and
comparing results before and after implementing the program.
 CAREER DEVELOPMENT PLAN

• It is a written list of the short and long term goals that

employees have pertaining to their current and future jobs,
and a planned sequence of formal and informal experiences
to assist employees in achieving their goals. These goals
should be linked to each person’s strength’s and potential.
• Career Development Plans are usually optional. But
they should be recommended to all employees, so that
their short – term growth and development objectives are
aligned and supported by their managers or supervisors
and their long term career expectations are realistic.