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HRM - 15

G1-G6 represent different discussion groups on themes related to human resource management. G1 discussed managing talent and found that mentoring programs can affect career success, companies that screen for values perform better, and integrity tests have limitations. G2 covered performance management, finding that people overestimate their performance, lower appraisals are often deserved, and salary discussions during appraisals can hurt morale. G3 focused on compensation and benefits, agreeing that pay is motivating but merit systems cause problems, and people think others are more motivated by money. G4 discussed retention, agreeing that tenure decreases turnover, stars are less likely to change firms, job satisfaction depends on disposition, and prior

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55 views11 pages

HRM - 15

G1-G6 represent different discussion groups on themes related to human resource management. G1 discussed managing talent and found that mentoring programs can affect career success, companies that screen for values perform better, and integrity tests have limitations. G2 covered performance management, finding that people overestimate their performance, lower appraisals are often deserved, and salary discussions during appraisals can hurt morale. G3 focused on compensation and benefits, agreeing that pay is motivating but merit systems cause problems, and people think others are more motivated by money. G4 discussed retention, agreeing that tenure decreases turnover, stars are less likely to change firms, job satisfaction depends on disposition, and prior

Uploaded by

Nihal Ahmad
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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Human Resource

Management
Lecture 15
Dr. Safa Riaz
People Management
(EXCERCISE)
THEMES:
G1 G2
Managing Talent Performance Management

G3 G4
Compensation/ Benefits Retention

G5 G6
Teamwork Management practices
EXERCISE QUESTIONNAIRE
(Solve in groups)
GROUP DISCUSSION
Managing Talent

Top performers are many times more productive than low performers. T
Star performers are born, not made. F
An extroverted personality is the key determinant of leadership effectiveness.F
G1 Mentoring programs have no effect on individual career success. F
Companies that screen job applicants for values have higher performance than those
F
that screen for intelligence.
Although there are integrity tests that try to predict whether someone will steal, be
absent, or otherwise take advantage of an employer, they don't work well in practice
because so many people lie on them. F
GROUP DISCUSSION
Performance Management

T
Most people over evaluate how well they perform on the job.
Most managers give employees lower performance appraisals than they objectively
deserve. F
Talking about salary issues during performance appraisals tends to hurt morale and

G2
future performance.F
The more finely a company can discriminate among the merits and performance of its
F
employees, the more effective it's evaluation system will be.
F
Managers should spend most of their time taking care of their best performers.
Once employees have mastered a task, they perform better when they are told to do
F
their best then when they are given specific, difficult performance goals.
For feedback to be useful, it should start with the positive and then move to the
negative.
F
GROUP DISCUSSION
Compensation/ Benefits

T
Pay is an effective motivator.
Merit based systems cause so many problems that companies without them tend to
G3 T
perform better than companies with them.
T
People believe that others are more motivated by money than they are.
F
Employees should never be paid more than they can get elsewhere.
GROUP DISCUSSION
Retention

The longer an individual stays in a given firm, the lower the likelihood of voluntary
departure. T
G4 T
Stars are less likely than their non star colleagues to change firms.
T
And individual’s innate disposition determines job satisfaction.
T
An individual's prior job mobility predicts voluntary turnover.
Voluntary employee turnover hurts the bottom line. T
GROUP DISCUSSION
Teamwork

Teams with members from vastly different functional areas are likely to reach better
solutions to complex problems then teams from one area.T
G5 Large teams are more effective than small teams.F
F
Groups with more stars will always be more effective than groups with fewer stars.
In teams, hybrid compensation (a combination of individual and team) is better than
either individual or team compensation. DEPENDS
GROUP DISCUSSION
Management practices

Vision statements have no bearing on company performance. F


Outsourcing that turns former employees into consultants makes a lot of sense. F
A cluster of aligned HR practices has greater impact on organizational productivity then
G6 T
any individual practice.
The use of forced ranking in performance evaluation systems improves company
productivity. DEPENDS
Quiz in the next class!!!!

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