Personal Management

1. Recruitment

2. Selection

3. Hiring

4. Training

5. Evaluation/Performance Appraisal 

6. Disciplining  

Personal Management includes?

Recruitment

What personal management factor is when labor sources are many and varied, dependent somewhat on which sources are available locally and on the general labor market.

Labor sources

are many and varied, dependent somewhat on which sources are available locally and on the general labor market.

Internal recruitment sources

_______ sources include promotions from within and referrals b present employees

External recruitment sources

_______ are newspaper advertising, employment agencies, schools, and labor union

Selection

What personal management factor is when after the prospective workers have been recruited, the next step is for the employer to ____ the most capable person available for the particular opening.

Selection

What personal management factor is when an effective hiring process includes a carefully prepared application form and an equally carefully prepared interview

Hiring

What personal management factor is when after meeting all the requirements, and having been chosen for the position

Hiring

What personal management factor is when applicant is asked to complete the paper requirements of the human resources personnel department, and is ready to undergo the orientation program

Training

What personal management factor is when the employee still needs to be thoroughly trained, especially in the initial period of employment.

Training

What personal management factor is when it is a carefully planned and handled effort of management to impart “know-how” and develop or modify certain phases of an employee’s attitudes, skills, discipline, behavior, or knowledge

• When there is a need for specific skill which is not possessed by anyone in the present workforce

• When employee performance is below standard but said employee possesses the potential to improve his productivity

• When morale or production is low

• When there is a fast turnover of personnel

• When the rate of absenteeism or accidents is high

• When restiveness or dissatisfaction mounts

• When supervision is lax

Give at least one indicators if there is a need for training: 

Training

Training or Education? Goal

• To improve job skills and employee performance

Training

Training or Education? Focus

• Teaches how to do something

Training

Training or Education? Conducted For

• Managers and trainees

Training

Training or Education? Time Frame

• Short-term or immediate application of learning

Education

Training or Education? Time Frame

• Long-term or no direct application of learning; timeless

Education

Training or Education? Conducted For

• Teachers and a variety of other people

Education

Training or Education? Focus

• Teaches concept and broadens knowledge

Education

Training or Education? Goal

• To improve knowledge, not necessarily related to a specific task

Evaluation/ Performance Appraisal

Is the systematic process of determining how employees are doing based on specified criteria.

• Quality of work performed

• Amount of work performed

• Personal sanitation or appearance

• Attendance

• Cooperation

• Ability to work unsupervised

• Knowledge of rules and company procedures

• Leadership potential

Aspects of job performance that are evaluated are: 

• Developing criteria for evaluating job performance

• Outlining these criteria to concerned employees

• Evaluating employee performance based on criteria

• Communicating the rating results to concerned employee

Evaluation/ Performance Appraisal involves in?

Disciplining

What personal management factor is when required when other measures have failed to make certain that workers perform according to accepted standards

Disciplining

What personal management factor is when disciplinary action taken should be immediate, consistent, impersonal, based on known expectations, and legally defensible.

Hot stove

A “______” analogy to disciplinary action is suggested, in that experiencing discipline should be like touching a hot stove.

• Immediate

• Consistent; and

• Impersonal

A “hot stove” analogy to disciplinary action is suggested, in that experiencing discipline should be like touching a hot stove. The burn gives:

• Advance warning; and is

  • a

  • v

  • c

1. Was the worker aware of the work rules that were violated?

2. Are the rules reasonable?

3. What rule was violated?

4. Was the investigation fair?

5. Was there substantial evidence of the violation?

6. Are the rules being applied evenly?

Before taking any disciplinary action, a supervisor should ask these six questions:

1. _

2. _

3. _

4. _

5. _

6. _