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HR Powerpoint

The document outlines the steps in an effective performance appraisal and development meeting, which should involve mutual feedback between the employee and manager, reviewing performance over the entire review period, recognizing achievements, and agreeing on future objectives and development plans, with no surprises. It also provides guidance for an ineffective review process where the focus is on failures and there is no clear plan for improvement. Details on maintaining documentation of the review are also included.

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Francesca Alaina De Guzman
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34 views3 pages

HR Powerpoint

The document outlines the steps in an effective performance appraisal and development meeting, which should involve mutual feedback between the employee and manager, reviewing performance over the entire review period, recognizing achievements, and agreeing on future objectives and development plans, with no surprises. It also provides guidance for an ineffective review process where the focus is on failures and there is no clear plan for improvement. Details on maintaining documentation of the review are also included.

Uploaded by

Francesca Alaina De Guzman
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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7 HR

BASICS

1. Recruitment
2. Performance Management
3. Learning & Development
4. Succession Planning
5. Compensation & Benefits
6. HR Data and Analytics
7. Employee Services
Performance Appraisal
and Development Process
1. Introduction At a good performance appraisal and
development meeting:
• Set the scene
• The employee should do most of the
2. Looking Back talking.
• Review last year’s objectives and agree • The manager listens actively to what is said.
ratings
• Performance is analysed and appraised, not
• Recognise and celebrate success personality.
• Personal development achieved • The whole period is reviewed, not just
recent or isolated events.
3. Where you are now
• The manager gives and receives feedback.
• Discuss changes, challenges and issues
• The employee listens to and reflects on
4. Looking Forward feedback.
• Agree this year’s objectives • Achievement is recognised and celebrated.
• Agree personal development • Plans covering future development and
objectives are agreed.
5. Summarize
• There should be no surprises.
• Check details and understanding
At a bad performance appraisal and
• Plan next steps, including six month development meeting:
review meeting • The manager controls the meeting.
• The Focus is on failures and omissions.
The Performance Appraisal and Development • The manager does not clearly identify how
documentation will be kept on the employee’s a score of 3 and 4 can be achieved.
personal file and will be kept confidential in
line with normal line management • The meeting ends in disagreement between
arrangements. the manager and the employee.
Employee Discipline Process

1. Verbal warning 3. Suspension and improvement plan


When an issue arises, a serious conversation should take The third step in an employee discipline
place between the manager and the employee. This process involves asking the employee to
conversation can take up to an hour in order to ensure leave the office and develop an action
the employee understands the severity of the situation. improvement plan (AIP) or progress
improvement plan (PIP). Give the
Reiterate the expected behavior or performance, and employee a final chance to step away and
explain how the employee’s current behavior or reflect on what happened, as well as to
performance isn’t measuring up to that expectation. Lay decide if they want to make the effort to
out the facts in a straightforward way, so the employee improve. Review the improvement plan
doesn’t feel that they have been subject to bias, and and make changes where needed. If the
give the employee the opportunity to explain things employee in question fails or refuses to
from their perspective. create an improvement plan, take steps to
Explain to the employee that you have taken note of the terminate employment.
conversation and, if the employee doesn’t show 4. Termination
improvement, an official written warning will be
submitted to HR. The conversation should be If you have followed the steps above, and
documented with the date, time, and location, as well as if the employee still hasn’t show progress
the topic of conversation and any agreed-upon terms. or continues to repeat unacceptable
behavior, this final step in the employee
2. Written warning discipline process should not be a surprise
If the problem persists, conduct a second conversation to any of the involved parties. The
and fully document the interaction. The employee preceding three steps require detailed
should be presented with reasons why their behavior is documentation which, in and of itself,
problematic and how and why it is expected to change. should make the case for a successful
termination. Additionally, after an
Include what the issue is (or what occurred) and ways to employee is terminated, take steps to
fix it. Additionally, you’ll want to include all expectations make sure that you and your co-workers
moving forward and possible consequences for inaction don’t face similar issues in the future.
—as well as a clear timeline for meeting the
expectations. Provide the employee with a copy of this
written warning and provide another copy of the
documentation to HR.

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