Hrm Powerpoint Tips

After establishing a common goal and encouraging effective communication between managers and employees, the next step in having an effective PMS is to gather feedbacks. We would recommend to use a mixture of methods to have a wider perspective of an employee.

The first method is self-assessment which is also known as self-appraisals or self-evaluations. This method is a popular way for employees to allow their managers to know what their strengths and weaknesses. A self-assessment is also the perfect opportunity for employees to show their managers that they understand where they can improve.

Pulakos said that managers would be able to deal with employees more effectively once they understand employees’ perceptions of own effectiveness.

For example, employee A is a great performer and underrates himself, the manager could increase his confidence by consistently praising and show appreciation of his work done. Vice versa, employee B who is not as a great performer, she on the other hand overrates her self-review. Similar to the image in my slide. In this case, the manager could neutralize the confidence level by continuously reminding her how she can improve in her work.

Moving on, a 360 degree feedback system is a multi-direction feedback system and it usually involves managers, subordinates and peers and even external members of the organization like customers and suppliers. It is good to gather work performance data from as many sources as possible as managers alone may not get a full picture of employee’s performance. By doing so, employees feel that their inputs to the company is more justified and it can reduce biasness.

Lastly, we would recommend that managers could use a standard checklist while rating employees. (Need to add a little bit more)

With all these platforms sets in place, managers would be able to reward deserving and capable employees. Rewards can be in various forms and it can further spilt into monetary or non-monetary rewards. It...