Lesson 6 Performance Management

•

0 j'aime•176 vues

DR. RHEA SANTILLAN

The document discusses performance management and performance appraisals. It aims to discuss the purpose and process of performance management, explain the balanced scorecard's four perspectives, identify the parts of a performance appraisal form, explain why performance appraisals fail and how to prevent failures, and enumerate the steps to conducting an effective performance appraisal discussion. The presentation is delivered by Dr. Rhea Lowella S. Fiser and focuses on lessons related to performance management and human resources functions.

Presented by
DR. RHEA LOWELLA S. FISER,RPsy,RPm,CSIOP
PERFORMANCE
MANAGEMENT

HR
FUNCTIONS/PLANNING
Lesson 6:
Performance
Management

Objectives
3
By the end of this lesson, you will be able to:
 Discuss the purpose and process of
performance management system
 Explain the 4 perspective of balanced scorecard
 Identify the parts of performance appraisal
form
 Explain the reasons why performance appraisal
fails and how to prevent them
 Enumerate the steps in conducting an effective
performance appraisal discussion

FR
Presented by: DR RHEA LOWELLA S. FISER 5

FR
Add a footer 6

FR
Add a footer 7

FR
Add a footer 8

FR
Add a footer 9

FR
Add a footer 10

Add a footer 11

Add a footer 12

Add a footer 13

Add a footer 14

Add a footer 15

Add a footer 16

Add a footer 17

Add a footer 18

Add a footer 19

Add a footer 20

Add a footer 21

Add a footer 22

Add a footer 23

Add a footer 24

Add a footer 25

Add a footer 26

Add a footer 27

Add a footer 28

Add a footer 29

Add a footer 30

Add a footer 31

Add a footer 32

Add a footer 33

Add a footer 34

Add a footer 35

Add a footer 36

Add a footer 37

Add a footer 38

Add a footer 39

Add a footer 40

Add a footer 41

Add a footer 42

Add a footer 43

Add a footer 44

Add a footer 45

DR RHEA LOWELLA S. FISER
09951100143
rheasantillan@live.com
Thank You

Contenu connexe

Tendances

Lesson 3 Total Rewards

Lesson 3 Total Rewards

Lesson 3 Total Rewards

DR. RHEA SANTILLAN

Introduction to Strategic Human Resource Management

Introduction to Strategic Human Resource Management

Introduction to Strategic Human Resource Management

DR. RHEA SANTILLAN

Set and monitor tasks of each employee with this content ready Managing Employee Performance PowerPoint Presentation Slides. Simplify goal setting and streamline employee feedback with professionally designed performance management system PPT visuals. The employee assessment PowerPoint complete deck contains ready to use PPT slides such as employee assessment criteria table, employee assessment form, review card, scorecard, evaluation form, self-assessment form, employee performance analysis template, performance review table, cross-training analysis chart, employee competency analysis table to name a few. Furthermore, you can also utilize our staff performance assessment PPT templates to stimulate actions and boost performance across your teams. Review employee performance and address underperformance areas using job evaluation PowerPoint templates. Showcase activities and processes to manage the performance of individual employees, teams, departments, and other organizational units. Educate your audience about the dynamics involved in employee assessment. Get access to this job performance evaluation presentation deck to conduct effective performance reviews. Be constructive in your approach with our Managing Employee Performance PowerPoint Presentation Slides. Display eagerness to do it correctly.

Managing Employee Performance PowerPoint Presentation Slides

Managing Employee Performance PowerPoint Presentation Slides

Managing Employee Performance PowerPoint Presentation Slides

Master Class on Talent Management & Engagement - Deepak Bharara

Master Class on Talent Management & Engagement - Deepak Bharara

Master Class on Talent Management & Engagement - Deepak Bharara

CorporateShiksha

Hr Analytics

Data Science Thailand

Sink or Swim? Supporting the Transition to New Manager | Webinar 08.11.15

Sink or Swim? Supporting the Transition to New Manager | Webinar 08.11.15

Sink or Swim? Supporting the Transition to New Manager | Webinar 08.11.15

HR Shared Services

HR Shared Services

HR Shared Services

Nishad Showkath

How can HR make the difference?

How can HR make the difference?

How can HR make the difference?

Building High Performance Culture

Building High Performance Culture

Building High Performance Culture

Erwin Muniruzaman

Leadership Development Presentation

Leadership Development Presentation

Leadership Development Presentation

Laurence Yap M.A. (UM) CHRM

Dave Ulrich changed Human Resources. He described completely new HR Model. He introduced several roles, which HR has to act. The HR Business Partner is the key role in his concept. The HR Business Partner is the front office role of HR and the HR Business Partner has to understand the business he or she supports. The HRBP has to understand to all HR processes and has to be able to negotiate the win-win consensus with internal clients. What are the most common roles and responsibilities of the HR business partner? How should you implement the Dave Ulrich's HR Model in your organization?

HR Business Partner: Roles and Responsibilities

HR Business Partner: Roles and Responsibilities

HR Business Partner: Roles and Responsibilities

This book was published in the year 2002 and I had read this book at that time. Revisited and read this book again just to evaluate the context. Even today the context of this book is very relevant. Too many leaders fool themselves into thinking their companies are well run. They are like the parents in Garrison Keillor’s fictional Lake Wobegon, all of whom think their children are above average. Then the top performers at Lake Wobegon High school arrive at the University of Minnesota or Colgate or Princeton and find out they are average or even below average. Similarly , when corporate leaders start understanding how the GE’s and Emerson Electrics of this world are run- how superbly they get things done- they discover how far they have to go before they become World class in Execution. Here is the fundamental problem: People think of execution as the tactical side of business, something leaders delegate while thy focus on the perceived “bigger” issues. This idea is completely wrong. Execution is not just tactics—it is a discipline and a system. It has to be built into a company’s strategy, its goals, and its culture. And the leader of the organization must be deeply engaged in it. He can delegate its substance. We talk to many leaders who fall victim to the gap between promises they’ve made and results their organizations delivered. They frequently tell us they have a problem with accountability—people aren’t doing the things they’re supposed to do to implement a plan. They desperately want to make changes of some kind, but what do they need to change? They don’t know. Execution is a specific set of behaviors and techniques that companies need to master in order to have competitive advantage. Read this Summary ……

Execution - The Discipline of getting things done

Execution - The Discipline of getting things done

Execution - The Discipline of getting things done

7 Primary Driver of Employee Engagement

7 Primary Driver of Employee Engagement

7 Primary Driver of Employee Engagement

Succession planning Keynote workshop - Michigan - Talent Management

Succession planning Keynote workshop - Michigan - Talent Management

Succession planning Keynote workshop - Michigan - Talent Management

Strategic HR Business Partnering

Strategic HR Business Partnering

Strategic HR Business Partnering

Employee engagement

Employee engagement

Employee engagement

HR touches every aspect of operations and is valued as a critical enabler of business strategy. However, it still struggles with being weighed down by administrative tasks and not having enough bandwidth to drive the kind of added value business operations increasingly demand. As organizations complement a push towards more efficient processes with deploying more effective talent solutions, HR is as much under the spotlight as any other function. This article shares tips on how to structure your HR so that it has a real impact on successful business outcomes.

Hr Transformation Roadmap- Aligning with the Business Commercial Agenda

Hr Transformation Roadmap- Aligning with the Business Commercial Agenda

Hr Transformation Roadmap- Aligning with the Business Commercial Agenda

Chazey Partners

Hr for the non hr managers

Hr for the non hr managers

Hr for the non hr managers

HRBP - Human Resource Business Partner - Manu Melwin Joy

HRBP - Human Resource Business Partner - Manu Melwin Joy

HRBP - Human Resource Business Partner - Manu Melwin Joy

Align HR Strategy With Business Strategy

Align HR Strategy With Business Strategy

Align HR Strategy With Business Strategy

Sherin El-Rashied

Tendances (20)

Lesson 3 Total Rewards

Lesson 3 Total Rewards

Lesson 3 Total Rewards

Introduction to Strategic Human Resource Management

Introduction to Strategic Human Resource Management

Introduction to Strategic Human Resource Management

Managing Employee Performance PowerPoint Presentation Slides

Managing Employee Performance PowerPoint Presentation Slides

Managing Employee Performance PowerPoint Presentation Slides

Master Class on Talent Management & Engagement - Deepak Bharara

Master Class on Talent Management & Engagement - Deepak Bharara

Master Class on Talent Management & Engagement - Deepak Bharara

Hr Analytics

Sink or Swim? Supporting the Transition to New Manager | Webinar 08.11.15

Sink or Swim? Supporting the Transition to New Manager | Webinar 08.11.15

Sink or Swim? Supporting the Transition to New Manager | Webinar 08.11.15

HR Shared Services

HR Shared Services

HR Shared Services

How can HR make the difference?

How can HR make the difference?

How can HR make the difference?

Building High Performance Culture

Building High Performance Culture

Building High Performance Culture

Leadership Development Presentation

Leadership Development Presentation

Leadership Development Presentation

HR Business Partner: Roles and Responsibilities

HR Business Partner: Roles and Responsibilities

HR Business Partner: Roles and Responsibilities

Execution - The Discipline of getting things done

Execution - The Discipline of getting things done

Execution - The Discipline of getting things done

7 Primary Driver of Employee Engagement

7 Primary Driver of Employee Engagement

7 Primary Driver of Employee Engagement

Succession planning Keynote workshop - Michigan - Talent Management

Succession planning Keynote workshop - Michigan - Talent Management

Succession planning Keynote workshop - Michigan - Talent Management

Strategic HR Business Partnering

Strategic HR Business Partnering

Strategic HR Business Partnering

Employee engagement

Employee engagement

Employee engagement

Hr Transformation Roadmap- Aligning with the Business Commercial Agenda

Hr Transformation Roadmap- Aligning with the Business Commercial Agenda

Hr Transformation Roadmap- Aligning with the Business Commercial Agenda

Hr for the non hr managers

Hr for the non hr managers

Hr for the non hr managers

HRBP - Human Resource Business Partner - Manu Melwin Joy

HRBP - Human Resource Business Partner - Manu Melwin Joy

HRBP - Human Resource Business Partner - Manu Melwin Joy

Align HR Strategy With Business Strategy

Align HR Strategy With Business Strategy

Align HR Strategy With Business Strategy

Similaire à Lesson 6 Performance Management

S3 8752-bus251-operations management

S3 8752-bus251-operations management

S3 8752-bus251-operations management

Prof. Dr. Halit Hami Öz

OD_Strategy Review Meeting.pptx

OD_Strategy Review Meeting.pptx

OD_Strategy Review Meeting.pptx

Laurence Yap M.A. (UM) CHRM

Tbs 930 course outline autumn 2015

Tbs 930 course outline autumn 2015

Tbs 930 course outline autumn 2015

Zeeshan Qureshi

Bshs 395 final exam answers

Bshs 395 final exam answers

Bshs 395 final exam answers

Walter Bartlett

Control Systems Presentation Grading Guide MGT/330 Version 9 2 Control Systems Presentation Grading Guide MGT/330 Version 9 Management Theory, Practice, and Application Copyright Copyright © 2016 by University of Phoenix. All rights reserved. University of Phoenix® is a registered trademark of Apollo Group, Inc. in the United States and/or other countries. Microsoft®, Windows®, and Windows NT® are registered trademarks of Microsoft Corporation in the United States and/or other countries. All other company and product names are trademarks or registered trademarks of their respective companies. Use of these marks is not intended to imply endorsement, sponsorship, or affiliation. Edited in accordance with University of Phoenix® editorial standards and practices. Individual Assignment: Control Systems PresentationPurpose of Assignment This assignment provides student with an opportunity to demonstrate their understanding of the concept of the control function and the application of control systems to improve quality and performance, especially around the management of human resources (e.g. people). Resources Required · Chapters 12, 14, 15 · Leadership Theory worksheet assignment from Week 4 · Selected readings for Week 5Grading Guide Content Met Partially Met Not Met Comments: Explain why controls are important relative to managing quality in the organization. Explain the suggested types of control and evaluate how they connect to approaches to managing people. Discuss the application of one or more leadership theories in the control process. The presentation should have between 12 to 15 slides and detailed speaker notes. Total Available Total Earned 10.5 #/10.5 Writing Guidelines Met Partially Met Not Met Comments: The paper—including tables and graphs, headings, title page, and reference page—is consistent with APA formatting guidelines and meets course-level requirements. Intellectual property is recognized with in-text citations and a reference page. Paragraph and sentence transitions are present, logical, and maintain the flow throughout the paper. Sentences are complete, clear, and concise. Rules of grammar and usage are followed including spelling and punctuation. Total Available Total Earned 4.5 #/4.5 Assignment Total # 15 #/15 Additional comments: Copy and paste these questions into a Word document so you can insert your responses directly under each question. Name your file Unit 4 Review and include your last name in the file name. (Smith U4 Review) You should work on this assignment as you go through the assigned readings and chapters in your textbook. Avoid copying directly from the text. Your responses should be in your own words, with your own thoughts, opinions, interpretations, examples, and conclusions. If you take information from the text (and you will), you must cite the book as your resource. If you take text directly from our book, you must put this text in.

Control Systems Presentation Grading GuideMGT330 Version 9.docx

Control Systems Presentation Grading GuideMGT330 Version 9.docx

Control Systems Presentation Grading GuideMGT330 Version 9.docx

Unit 5 Assignment Unit outcomes addressed in this Assignment: Identify the need for employee training and development Explain the six steps in the appraisal process Discuss how management by objective (MBO) can be used as an appraisal method Explain why performance appraisals might be distorted Course outcome assessed/addressed in this Assignment HA530-2: Recommend employee training and development plans. Instructions Research four peer review articles from Kaplan Library on employee training and development, the appraisal process, management by objective (MBO) used as an appraisal method, why performance appraisals might be distorted. You will summarize your results in a written report 3–5 pages in length, not including the Cover Page and References. APA format applies. See the Kaplan Writing center for APA links. Submit the assignment through the course Dropbox. 1. Briefly describe the appraisal process and how it should work. 2. What are some major factors that distort performance appraisals? 3. How can the appraisal process motivate staff to do a good job? 4. What can managers do to make the meeting more successful? 5. Based on all the above, when and why would you recommend employee training and development plans? Submit to the correct dropbox. Unit 5 Assignment Grading Rubric = 110 points Assignment Requirements Points possible Points earned by student Description of the appraisal process and how it should work. 0–20 Discussion of how the appraisal process can motivate staff to do a good job and, what managers can do to make the meeting more successful? 0–35 Discussion of factors impacting the appraisal process. 0–20 Based on all the above when and why would you recommend employee training and development plans? 0–35 Total (Sum of all points) Points deducted for spelling, grammar, and/or APA errors. Adjusted total points Instructor Feedback: Project Task List and Schedule Michael Boddie Project Planning and Implementation CMGT/410 John Burwick November 9, 2017 An off-site event requires a lot of things which should be managed properly to make it successful. If you will not be able to manage the event then the results will not be according to the requirements. There are three main things which should be considered when you are managing an off-site event. Following are those three things: · Meeting space · Technology requirements · Catering service When these three things will be ordered and managed in a proper way then everything will work smoothly otherwise it can be a difficult task to manage the things. S.No Task Relationship 1 Training 1.1 Finalizing the Training Agenda 1.2 Designing the Training Course FS 1.1 1.3 Identifying the Technological Requirements FS 1.2 1.4 Finalizing the Training Schedule FS 1.3 1.5 Looking Up for the trainer FS 1.4 1.6 Check and Shortlist the profiles FS 1.5 ...

Unit 5 Assignment Unit outcomes addressed in this Assignm.docx

Unit 5 Assignment Unit outcomes addressed in this Assignm.docx

Unit 5 Assignment Unit outcomes addressed in this Assignm.docx

Demo Effective Meetings

Demo Effective Meetings

Demo Effective Meetings

LaurieOsborn7843

The Pmo Startup

The Pmo Startup

The Pmo Startup

Planning training and development

Planning training and development

Planning training and development

IN THIS SUMMARY Most aspects of business equate to a process. However, those processes are frequently not as efficient or effective as they could be. Business process improvement or BPI can help companies demonstrate greater customer responsiveness, increase employee productivity, and become more competitive in the market. In The Power of Business Process Improvement, Susan Page describes a ten step approach to BPI that is pragmatic and focused on ease of use. To alert management about improved business processes, the author also recommends developing an executive summary document with six sections: project focus, goals, summary, key findings, deliverables, and appendix. SUBSCRIBE TODAY http://www.bizsum.com/summaries/power-business-process-improvement

The Power of Business Process Improvement

The Power of Business Process Improvement

The Power of Business Process Improvement

Business Book Summaries

83697609 6 lo001-module-handbook-improving-business-performance-edit

83697609 6 lo001-module-handbook-improving-business-performance-edit

83697609 6 lo001-module-handbook-improving-business-performance-edit

Employee's manual

Employee's manual

Employee's manual

المسجلة بأمريكا Malinao-Deiparine

Training Needs Analysis

Training Needs Analysis

Training Needs Analysis

3-SIP-QA-Tool-Styleguide.pptx

3-SIP-QA-Tool-Styleguide.pptx

3-SIP-QA-Tool-Styleguide.pptx

DexterFernandez6

Distance Learning, Online Teaching [19+ Years] • Possess substantial strengths in distance learning, adult education, teaching with technology, student and faculty relations, higher education, and curriculum development. • Significant experience as an adjunct online faculty member, Core Faculty, Dissertation Chair, Committee Member, Curriculum Developer/Author, and Faculty Development Manager. • Create a safe, respectful, and welcoming learning environment. • Specialize in working with new students, first generation students, and academically under-prepared students. • Developed an exceptional record of academic excellence, end-of-course evaluations, collaboration, communication, mentoring, coaching, and professionalism. • Computer proficient with online classroom platforms that include WebCT, eCollege, Canvas, Sakai, Moodle, Educator, Desire2Learn, Blackboard, Brightspace and others. Dissertation Chair and Mentor [Remote, 11+ years] • Provide high quality instruction, direction and mentorship for assigned students throughout all phases of the dissertation process. • Provide timely and supportive mentoring throughout the student’s process of developing, researching, writing, and revising the dissertation. • Participate in the Defense process of a student’s Prospectus and final Dissertation. • Facilitate the successful completion of all IRB protocols. Faculty Development [Remote, 10+ years] • Served as a Trainer and Mentor for New Faculty Members. • Performed faculty peer reviews and assessed classes based upon best practices and adult learning theories. • Inspired faculty to improve their facilitation practice by leading online faculty workshops. Curriculum Development [Remote, 12+ years] • Authored hundreds of courses as a SME for multiple schools, including undergraduate and graduate courses. • Strong knowledge and application of adult cognitive learning theories and instructional design methodologies. • Develop content and assessments that met learning objectives, including discussions and assignments. Background Includes: Various Online Schools (08/05 – Present) Online Instructor, Doctoral Committee Member, Dissertation Chair, Faculty Development, Curriculum Development.

EDD8534 Designing, Delivering, and Manag

EDD8534 Designing, Delivering, and Manag

EDD8534 Designing, Delivering, and Manag

Dr. Bruce A. Johnson

Leadership 101 - Part 4

Leadership 101 - Part 4

Leadership 101 - Part 4

Beats M PCQ5 2 5 10.doc OSMTD

Beats M PCQ5 2 5 10.doc OSMTD

Beats M PCQ5 2 5 10.doc OSMTD

Attached 4 documents for unit 1-4 Step 1: Begin Assembly of Human Resources Report to the Board of Directors Assemble the reports generated in Units 1–4 into a new, comprehensive report that will be completed in this assignment. This step should include aggregation of the following sections: Title Page Executive Summary [Placeholder: this is completed in Step 3 ] Table of Contents [Placeholder: this is completed in Step 4 ] Section 1: Current Human Resources Environment Section 2: Company’s Human Resources Posture Section 3: Comparator Group Human Resources Posture Section 4: Company’s Human Resources Competitive Position Section 5: Recommendations and Expected Impact [Placeholder: this is completed in Step 2] References [Placeholder: this is completed in Step 4 ] Appendices [Placeholder: this is completed in Step 4] Step 2: Recommendations and Expected Impact Based on the work completed in Units 1–4, develop at least 1 recommendation in each of the areas listed below that are designed to improve the company’s competitive human resources position. Be sure to include a detailed description of the recommendation, an overview of how the recommendation would be implemented, and a discussion of the expected impact of each recommendation. Benefits and Compensation Diversity Employee Relations Talent Management Technology Step 3: Executive Summary Develop an overview (2–3 pages) presenting key points from all five sections of the report. Executive summaries are always included in reports to the board of directors as a courtesy, to allow them to quickly assess the overall report and facilitate discussion. The executive summary should be concise, factual, and professional in tone. Step 4: Finalize Assembly of the Human Resources Report to the Board of Directors Finalize assembly of the report, inserting the Executive Summary , Table of Contents , and the Section 5 Recommendations. Make sure the References listing is aggregated from all prior work. The final References listing should be alpha order, with citations in APA format. The Appendices should be ordered to correspond with the final report. ...

Attached 4 documents for unit 1-4 Step 1 Begin Assembly of Huma.docx

Attached 4 documents for unit 1-4 Step 1 Begin Assembly of Huma.docx

Attached 4 documents for unit 1-4 Step 1 Begin Assembly of Huma.docx

Sanitized Knowledge Transfer Deliverable:Rapid Process Change Tutorial

Sanitized Knowledge Transfer Deliverable:Rapid Process Change Tutorial

Sanitized Knowledge Transfer Deliverable:Rapid Process Change Tutorial

PSY 614: Final Project Guidelines and Grading Guide Overview The final project for this course is a leadership case study analysis. You will be given a specific case study that centers on leadership strategies to form the foundation of your analysis. Using this case study, you must apply the theories and concepts from the course to interpret and formulate answers to certain guiding questions. Finally, you must create a professional presentation that presents your entire case study analysis effectively. In the presentation, you will present your findings and recommendations, including answers to all guiding questions, as a consultant would present his or her analysis to a company. The project is divided into three milestones, which will be submitted at various points throughout the course to scaffold learning and ensure quality final submissions. These milestones will be submitted in Modules Four, Six, and Eight. The final product will be submitted in Module Ten. This assessment will assess your mastery with respect to the following course outcomes:  Evaluate leadership strategies for the extent to which they reflect flexibility, promote sustainability, foster effective change management, and further organizational goals for a given context  Select appropriate, innovative leadership strategies for solving authentic problem scenarios  Assess the effectiveness of and recommend modifications to leadership techniques based on employee research and performance metrics data Prompt Use the case study Fortuga Artisans, Inc. for the following prompt. For your leadership case study analysis, you must create a professional presentation and apply the theories and concepts from the course to interpret and formulate answers to the following guiding questions:  What are the problems and issues discussed in the case study? Illustrate each with specific examples and connect them back to course principles.  How did or how should the organization employ leadership strategies that reflect flexibility, promote sustainability, foster effective change management, and further organizational goals? Defend your evaluation and choices.  What is your assessment plan? Describe your plan based on the leadership strategies that have been employed as well as any additional strategies you recommend to be employed. Include a plan for assessment that incorporates employee feedback and performance metrics data. What should be measured? How should it be measured to ensure validity and reliability? How should that data be interpreted and acted upon? http://snhu-media.snhu.edu/files/course_repository/graduate/psy/psy614/Fortuga_Artisans_Inc.pdf http://snhu-media.snhu.edu/files/course_repository/graduate/psy/psy614/Fortuga_Artisans_Inc.pdf Specifically, the following critical elements must be addressed: 1. Leadership Strategies: Evaluation – Using the case study, describe the overall leadership strategies employed. Spe ...

PSY 614 Final Project Guidelines and Grading Guide O.docx

PSY 614 Final Project Guidelines and Grading Guide O.docx

PSY 614 Final Project Guidelines and Grading Guide O.docx

Similaire à Lesson 6 Performance Management (20)

S3 8752-bus251-operations management

S3 8752-bus251-operations management

S3 8752-bus251-operations management

OD_Strategy Review Meeting.pptx

OD_Strategy Review Meeting.pptx

OD_Strategy Review Meeting.pptx

Tbs 930 course outline autumn 2015

Tbs 930 course outline autumn 2015

Tbs 930 course outline autumn 2015

Bshs 395 final exam answers

Bshs 395 final exam answers

Bshs 395 final exam answers

Control Systems Presentation Grading GuideMGT330 Version 9.docx

Control Systems Presentation Grading GuideMGT330 Version 9.docx

Control Systems Presentation Grading GuideMGT330 Version 9.docx

Unit 5 Assignment Unit outcomes addressed in this Assignm.docx

Unit 5 Assignment Unit outcomes addressed in this Assignm.docx

Unit 5 Assignment Unit outcomes addressed in this Assignm.docx

Demo Effective Meetings

Demo Effective Meetings

Demo Effective Meetings

The Pmo Startup

The Pmo Startup

The Pmo Startup

Planning training and development

Planning training and development

Planning training and development

The Power of Business Process Improvement

The Power of Business Process Improvement

The Power of Business Process Improvement

83697609 6 lo001-module-handbook-improving-business-performance-edit

83697609 6 lo001-module-handbook-improving-business-performance-edit

83697609 6 lo001-module-handbook-improving-business-performance-edit

Employee's manual

Employee's manual

Employee's manual

Training Needs Analysis

Training Needs Analysis

Training Needs Analysis

3-SIP-QA-Tool-Styleguide.pptx

3-SIP-QA-Tool-Styleguide.pptx

3-SIP-QA-Tool-Styleguide.pptx

EDD8534 Designing, Delivering, and Manag

EDD8534 Designing, Delivering, and Manag

EDD8534 Designing, Delivering, and Manag

Leadership 101 - Part 4

Leadership 101 - Part 4

Leadership 101 - Part 4

Beats M PCQ5 2 5 10.doc OSMTD

Beats M PCQ5 2 5 10.doc OSMTD

Beats M PCQ5 2 5 10.doc OSMTD

Attached 4 documents for unit 1-4 Step 1 Begin Assembly of Huma.docx

Attached 4 documents for unit 1-4 Step 1 Begin Assembly of Huma.docx

Attached 4 documents for unit 1-4 Step 1 Begin Assembly of Huma.docx

Sanitized Knowledge Transfer Deliverable:Rapid Process Change Tutorial

Sanitized Knowledge Transfer Deliverable:Rapid Process Change Tutorial

Sanitized Knowledge Transfer Deliverable:Rapid Process Change Tutorial

PSY 614 Final Project Guidelines and Grading Guide O.docx

PSY 614 Final Project Guidelines and Grading Guide O.docx

PSY 614 Final Project Guidelines and Grading Guide O.docx

Plus de DR. RHEA SANTILLAN

Psychology of Multitasking by DR. RHEA FISER.pptx

Psychology of Multitasking by DR. RHEA FISER.pptx

Psychology of Multitasking by DR. RHEA FISER.pptx

DR. RHEA SANTILLAN

HUMOUR,LAUGHTER AND HEALING BY DR RHEA FISER.pptx

HUMOUR,LAUGHTER AND HEALING BY DR RHEA FISER.pptx

HUMOUR,LAUGHTER AND HEALING BY DR RHEA FISER.pptx

DR. RHEA SANTILLAN

Lesson 11 Health and Safety in the Workplace

Lesson 11 Health and Safety in the Workplace

Lesson 11 Health and Safety in the Workplace

DR. RHEA SANTILLAN

Introduction to Leadership

Introduction to Leadership

Introduction to Leadership

DR. RHEA SANTILLAN

What is Values and Attitudes?

What is Values and Attitudes?

What is Values and Attitudes?

DR. RHEA SANTILLAN

What is self esteem

What is self esteem

What is self esteem

DR. RHEA SANTILLAN

Lesson 1 Introduction to Professional Development and Applied Ethics

Lesson 1 Introduction to Professional Development and Applied Ethics

Lesson 1 Introduction to Professional Development and Applied Ethics

DR. RHEA SANTILLAN

Lesson 4 Wage and Salary Administration

Lesson 4 Wage and Salary Administration

Lesson 4 Wage and Salary Administration

DR. RHEA SANTILLAN

BLEPP REVIEWER: INDUSTRIAL PSYCHOLOGY

BLEPP REVIEWER: INDUSTRIAL PSYCHOLOGY

BLEPP REVIEWER: INDUSTRIAL PSYCHOLOGY

DR. RHEA SANTILLAN

Acing the Psychology Board Exam: A Career Achieevement Toward Professional Ps...

Acing the Psychology Board Exam: A Career Achieevement Toward Professional Ps...

Acing the Psychology Board Exam: A Career Achieevement Toward Professional Ps...

DR. RHEA SANTILLAN

TABLE OF SPECIFICATION FOR BLEPP EXAM

TABLE OF SPECIFICATION FOR BLEPP EXAM

TABLE OF SPECIFICATION FOR BLEPP EXAM

DR. RHEA SANTILLAN

Lesson 22 Managing Information and Information Technology

Lesson 22 Managing Information and Information Technology

Lesson 22 Managing Information and Information Technology

DR. RHEA SANTILLAN

Lesson 21 Managing Operations, Quality and Productivity

Lesson 21 Managing Operations, Quality and Productivity

Lesson 21 Managing Operations, Quality and Productivity

DR. RHEA SANTILLAN

Lesson 20 Basic Elements of Control

Lesson 20 Basic Elements of Control

Lesson 20 Basic Elements of Control

DR. RHEA SANTILLAN

Lesson 19 Managing Work Groups and Teams

Lesson 19 Managing Work Groups and Teams

Lesson 19 Managing Work Groups and Teams

DR. RHEA SANTILLAN

Lesson 18 Managing Interpersonal Relations and Communications

Lesson 18 Managing Interpersonal Relations and Communications

Lesson 18 Managing Interpersonal Relations and Communications

DR. RHEA SANTILLAN

Lesson 17 Managing Leadership and Influence Processes

Lesson 17 Managing Leadership and Influence Processes

Lesson 17 Managing Leadership and Influence Processes

DR. RHEA SANTILLAN

Lesson 16 Managing Employee Motivation and Performance

Lesson 16 Managing Employee Motivation and Performance

Lesson 16 Managing Employee Motivation and Performance

DR. RHEA SANTILLAN

Lesson 15 Basic Elements of Individual Behavior in Organization

Lesson 15 Basic Elements of Individual Behavior in Organization

Lesson 15 Basic Elements of Individual Behavior in Organization

DR. RHEA SANTILLAN

Lesson 14 Managing Human Resources in Organizations

Lesson 14 Managing Human Resources in Organizations

Lesson 14 Managing Human Resources in Organizations

DR. RHEA SANTILLAN

Plus de DR. RHEA SANTILLAN (20)

Psychology of Multitasking by DR. RHEA FISER.pptx

Psychology of Multitasking by DR. RHEA FISER.pptx

Psychology of Multitasking by DR. RHEA FISER.pptx

HUMOUR,LAUGHTER AND HEALING BY DR RHEA FISER.pptx

HUMOUR,LAUGHTER AND HEALING BY DR RHEA FISER.pptx

HUMOUR,LAUGHTER AND HEALING BY DR RHEA FISER.pptx

Lesson 11 Health and Safety in the Workplace

Lesson 11 Health and Safety in the Workplace

Lesson 11 Health and Safety in the Workplace

Introduction to Leadership

Introduction to Leadership

Introduction to Leadership

What is Values and Attitudes?

What is Values and Attitudes?

What is Values and Attitudes?

What is self esteem

What is self esteem

What is self esteem

Lesson 1 Introduction to Professional Development and Applied Ethics

Lesson 1 Introduction to Professional Development and Applied Ethics

Lesson 1 Introduction to Professional Development and Applied Ethics

Lesson 4 Wage and Salary Administration

Lesson 4 Wage and Salary Administration

Lesson 4 Wage and Salary Administration

BLEPP REVIEWER: INDUSTRIAL PSYCHOLOGY

BLEPP REVIEWER: INDUSTRIAL PSYCHOLOGY

BLEPP REVIEWER: INDUSTRIAL PSYCHOLOGY

Acing the Psychology Board Exam: A Career Achieevement Toward Professional Ps...

Acing the Psychology Board Exam: A Career Achieevement Toward Professional Ps...

Acing the Psychology Board Exam: A Career Achieevement Toward Professional Ps...

TABLE OF SPECIFICATION FOR BLEPP EXAM

TABLE OF SPECIFICATION FOR BLEPP EXAM

TABLE OF SPECIFICATION FOR BLEPP EXAM

Lesson 22 Managing Information and Information Technology

Lesson 22 Managing Information and Information Technology

Lesson 22 Managing Information and Information Technology

Lesson 21 Managing Operations, Quality and Productivity

Lesson 21 Managing Operations, Quality and Productivity

Lesson 21 Managing Operations, Quality and Productivity

Lesson 20 Basic Elements of Control

Lesson 20 Basic Elements of Control

Lesson 20 Basic Elements of Control

Lesson 19 Managing Work Groups and Teams

Lesson 19 Managing Work Groups and Teams

Lesson 19 Managing Work Groups and Teams

Lesson 18 Managing Interpersonal Relations and Communications

Lesson 18 Managing Interpersonal Relations and Communications

Lesson 18 Managing Interpersonal Relations and Communications

Lesson 17 Managing Leadership and Influence Processes

Lesson 17 Managing Leadership and Influence Processes

Lesson 17 Managing Leadership and Influence Processes

Lesson 16 Managing Employee Motivation and Performance

Lesson 16 Managing Employee Motivation and Performance

Lesson 16 Managing Employee Motivation and Performance

Lesson 15 Basic Elements of Individual Behavior in Organization

Lesson 15 Basic Elements of Individual Behavior in Organization

Lesson 15 Basic Elements of Individual Behavior in Organization

Lesson 14 Managing Human Resources in Organizations

Lesson 14 Managing Human Resources in Organizations

Lesson 14 Managing Human Resources in Organizations

Dernier

In Bachelor of Pharmacy course, Class- 1st year, sem-II Subject EVS having topic of Energy Resources under the point Natural Resources. Following Presentation contain total information about the energy resources like Introduction of energy resources, Non-renewable, Renewable Energy resources with examples as well as deep explanations of coal, oil, petroleum, solar energy , wind energy , Conservation of Natural resources etc. Students having deep knowledge about energy resources after studying this presentation.

Energy Resources. ( B. Pharmacy, 1st Year, Sem-II) Natural Resources

Energy Resources. ( B. Pharmacy, 1st Year, Sem-II) Natural Resources

Energy Resources. ( B. Pharmacy, 1st Year, Sem-II) Natural Resources

Shubhangi Sonawane

Class 11th Physics NEET formula sheet pdf

Class 11th Physics NEET formula sheet pdf

Class 11th Physics NEET formula sheet pdf

AyushMahapatra5

Basic Civil Engineering notes first year Notes Building notes Selection of site for Building Layout of a Building What is Burjis, Mutam Building Bye laws Basic Concept of sunlight ventilation in building National Building Code of India Set back or building line Types of Buildings Floor Space Index (F.S.I) Institutional Vs Educational Building Components & function Sills, Lintels, Cantilever Doors, Windows and Ventilators Types of Foundation AND THEIR USES Plinth Area Shallow and Deep Foundation Super Built-up & carpet area Floor Area Ratio (F.A.R) RCC Reinforced Cement Concrete RCC VS PCC

Basic Civil Engineering first year Notes- Chapter 4 Building.pptx

Basic Civil Engineering first year Notes- Chapter 4 Building.pptx

Basic Civil Engineering first year Notes- Chapter 4 Building.pptx

Sociology 101 Demonstration of Learning Exhibit

Sociology 101 Demonstration of Learning Exhibit

Sociology 101 Demonstration of Learning Exhibit

Introduction to Nonprofit Accounting: The Basics

Introduction to Nonprofit Accounting: The Basics

Introduction to Nonprofit Accounting: The Basics

psychiatric nursing HISTORY COLLECTION .docx

psychiatric nursing HISTORY COLLECTION .docx

psychiatric nursing HISTORY COLLECTION .docx

In BC’s nearly-decade-old “new” curriculum, the curricular competencies describe the processes that students are expected to develop in areas of learning such as mathematics. They reflect the “Do” in the “Know-Do-Understand” model. Under the “Communicating” header falls the curricular competency “Explain and justify mathematical ideas and decisions.” Note that it contains two processes: “Explain mathematical ideas” and “Justify mathematical decisions.” I have broken it down into its separate parts in order to understand--or reveal--its meaning. The first part is commonplace in classrooms. By now, BC math teachers—and students—understand that “Explain mathematical ideas” means more than “Show your work.” Teachers consistently ask “What did you do?” and “How do you know?” This process is about retelling, not just of steps but of thinking. The second part happens less frequently. Think back to the last time that you observed a student make—a necessary precursor to justify—a mathematical decision. “Justify” is about defending. Like “explain,” it involves reasoning; unlike “explain,” it also involves opinion and debate. In order to reinterpret the curricular competency “Explain and justify mathematical ideas and decisions,” I will continue to take apart its constituent part “Justify mathematical decisions” and carefully examine the term “mathematical decisions.” What, exactly, is a “mathematical decision”? Below, I will categorize answers to this question. These categories, and the provided examples, may help to suggest new opportunities for students to justify.

Making and Justifying Mathematical Decisions.pdf

Making and Justifying Mathematical Decisions.pdf

Making and Justifying Mathematical Decisions.pdf

Application orientated numerical on hev.ppt

Application orientated numerical on hev.ppt

Application orientated numerical on hev.ppt

RamjanShidvankar

ICT Role in 21st Century Education & its Challenges.pptx

ICT Role in 21st Century Education & its Challenges.pptx

ICT Role in 21st Century Education & its Challenges.pptx

Holdier Curriculum Vitae (April 2024).pdf

Holdier Curriculum Vitae (April 2024).pdf

Holdier Curriculum Vitae (April 2024).pdf

2024-NATIONAL-LEARNING-CAMP-AND-OTHER.pptx

2024-NATIONAL-LEARNING-CAMP-AND-OTHER.pptx

2024-NATIONAL-LEARNING-CAMP-AND-OTHER.pptx

MaritesTamaniVerdade

Russian Escort Service in Delhi 11k Hotel Foreigner Russian Call Girls in Delhi Welcome to VIP Call Girl In Delhi Hello! Delhi Call Girls is one of the most popular cities in India. Girls who call in Delhi frequently Advertise their services in small promgons in magazines, as well as on the Internet but We do not act as a direct-promoter. We will do everything we can to make sure that you're safe to the max to the best of our abilities and making sure of our ability and ensuring that you're obtained to the best of our abilities and making sure that you get what you want. Sexuality of our females is recognized by our Business proposals. Top-of-the-line, fully-featured Delhi girl call number and we offer To be aware of it is a major reason in deciding to use our services to ensure that our customers realize the worth of their lives swiftly and in a pleasant manner by engaging with web series performers for a cost of 10000.Here you are able to be Relax knowing that personal information is stored in the business proposals, giving an appearance of like you're as if you are a full affirmation. Call Girls Service Now Delhi +91-9899900591 *********** N.M.************* 01/04/2024 ▬█⓿▀█▀ 𝐈𝐍𝐃𝐄𝐏𝐄𝐍𝐃𝐄𝐍𝐓 CALL 𝐆𝐈𝐑𝐋 𝐕𝐈𝐏 𝐄𝐒𝐂𝐎𝐑𝐓 SERVICE ✅ ❣️ ⭐➡️HOT & SEXY MODELS // COLLEGE GIRLS AVAILABLE FOR COMPLETE ENJOYMENT WITH HIGH PROFILE INDIAN MODEL AVAILABLE HOTEL & HOME ★ SAFE AND SECURE HIGH CLASS SERVICE AFFORDABLE RATE ★ SATISFACTION,UNLIMITED ENJOYMENT. ★ All Meetings are confidential and no information is provided to any one at any cost. ★ EXCLUSIVE PROFILes Are Safe and Consensual with Most Limits Respected ★ Service Available In: - HOME & HOTEL Star Hotel Service .In Call & Out call SeRvIcEs : ★ A-Level (star escort) ★ Strip-tease ★ BBBJ (Bareback Blowjob)Receive advanced sexual techniques in different mode make their life more pleasurable. ★ Spending time in hotel rooms ★ BJ (Blowjob Without a Condom) ★ Completion (Oral to completion) ★ Covered (Covered blowjob Without condom SAFE AND SECURE

Russian Escort Service in Delhi 11k Hotel Foreigner Russian Call Girls in Delhi

Russian Escort Service in Delhi 11k Hotel Foreigner Russian Call Girls in Delhi

Russian Escort Service in Delhi 11k Hotel Foreigner Russian Call Girls in Delhi

Asian American Pacific Islander Month DDSD 2024.pptx

Asian American Pacific Islander Month DDSD 2024.pptx

Asian American Pacific Islander Month DDSD 2024.pptx

David Douglas School District

Mehran University Newsletter Vol-X, Issue-I, 2024

Mehran University Newsletter Vol-X, Issue-I, 2024

Mehran University Newsletter Vol-X, Issue-I, 2024

Mehran University of Engineering & Technology, Jamshoro

Explore the world of IT certification with CompTIA. Discover how the CompTIA Security+ Book SY0-701 can elevate your cybersecurity expertise and open doors to new career opportunities. This PDF provides essential insights into the CompTIA Security+ certification, guiding you through exam preparation and showcasing the benefits of becoming CompTIA-certified. Download now to embark on your journey to IT excellence with CompTIA.

ComPTIA Overview | Comptia Security+ Book SY0-701

ComPTIA Overview | Comptia Security+ Book SY0-701

ComPTIA Overview | Comptia Security+ Book SY0-701

Advanced Views - Calendar View in Odoo 17

Advanced Views - Calendar View in Odoo 17

Advanced Views - Calendar View in Odoo 17

TỔNG ÔN TẬP THI VÀO LỚP 10 MÔN TIẾNG ANH NĂM HỌC 2023 - 2024 CÓ ĐÁP ÁN (NGỮ Â...

TỔNG ÔN TẬP THI VÀO LỚP 10 MÔN TIẾNG ANH NĂM HỌC 2023 - 2024 CÓ ĐÁP ÁN (NGỮ Â...

TỔNG ÔN TẬP THI VÀO LỚP 10 MÔN TIẾNG ANH NĂM HỌC 2023 - 2024 CÓ ĐÁP ÁN (NGỮ Â...

Nguyen Thanh Tu Collection

Unit-IV; Professional Sales Representative (PSR).pptx

Unit-IV; Professional Sales Representative (PSR).pptx

Unit-IV; Professional Sales Representative (PSR).pptx

VishalSingh1417

Nutritional Needs Presentation - HLTH 104

Nutritional Needs Presentation - HLTH 104

Nutritional Needs Presentation - HLTH 104

On National Teacher Day, meet the 2024-25 Kenan Fellows

On National Teacher Day, meet the 2024-25 Kenan Fellows

On National Teacher Day, meet the 2024-25 Kenan Fellows

Dernier (20)

Energy Resources. ( B. Pharmacy, 1st Year, Sem-II) Natural Resources

Energy Resources. ( B. Pharmacy, 1st Year, Sem-II) Natural Resources

Energy Resources. ( B. Pharmacy, 1st Year, Sem-II) Natural Resources

Class 11th Physics NEET formula sheet pdf

Class 11th Physics NEET formula sheet pdf

Class 11th Physics NEET formula sheet pdf

Basic Civil Engineering first year Notes- Chapter 4 Building.pptx

Basic Civil Engineering first year Notes- Chapter 4 Building.pptx

Basic Civil Engineering first year Notes- Chapter 4 Building.pptx

Sociology 101 Demonstration of Learning Exhibit

Sociology 101 Demonstration of Learning Exhibit

Sociology 101 Demonstration of Learning Exhibit

Introduction to Nonprofit Accounting: The Basics

Introduction to Nonprofit Accounting: The Basics

Introduction to Nonprofit Accounting: The Basics

psychiatric nursing HISTORY COLLECTION .docx

psychiatric nursing HISTORY COLLECTION .docx

psychiatric nursing HISTORY COLLECTION .docx

Making and Justifying Mathematical Decisions.pdf

Making and Justifying Mathematical Decisions.pdf

Making and Justifying Mathematical Decisions.pdf

Application orientated numerical on hev.ppt

Application orientated numerical on hev.ppt

Application orientated numerical on hev.ppt

ICT Role in 21st Century Education & its Challenges.pptx

ICT Role in 21st Century Education & its Challenges.pptx

ICT Role in 21st Century Education & its Challenges.pptx

Holdier Curriculum Vitae (April 2024).pdf

Holdier Curriculum Vitae (April 2024).pdf

Holdier Curriculum Vitae (April 2024).pdf

2024-NATIONAL-LEARNING-CAMP-AND-OTHER.pptx

2024-NATIONAL-LEARNING-CAMP-AND-OTHER.pptx

2024-NATIONAL-LEARNING-CAMP-AND-OTHER.pptx

Russian Escort Service in Delhi 11k Hotel Foreigner Russian Call Girls in Delhi

Russian Escort Service in Delhi 11k Hotel Foreigner Russian Call Girls in Delhi

Russian Escort Service in Delhi 11k Hotel Foreigner Russian Call Girls in Delhi

Asian American Pacific Islander Month DDSD 2024.pptx

Asian American Pacific Islander Month DDSD 2024.pptx

Asian American Pacific Islander Month DDSD 2024.pptx

Mehran University Newsletter Vol-X, Issue-I, 2024

Mehran University Newsletter Vol-X, Issue-I, 2024

Mehran University Newsletter Vol-X, Issue-I, 2024

ComPTIA Overview | Comptia Security+ Book SY0-701

ComPTIA Overview | Comptia Security+ Book SY0-701

ComPTIA Overview | Comptia Security+ Book SY0-701

Advanced Views - Calendar View in Odoo 17

Advanced Views - Calendar View in Odoo 17

Advanced Views - Calendar View in Odoo 17

TỔNG ÔN TẬP THI VÀO LỚP 10 MÔN TIẾNG ANH NĂM HỌC 2023 - 2024 CÓ ĐÁP ÁN (NGỮ Â...

TỔNG ÔN TẬP THI VÀO LỚP 10 MÔN TIẾNG ANH NĂM HỌC 2023 - 2024 CÓ ĐÁP ÁN (NGỮ Â...

TỔNG ÔN TẬP THI VÀO LỚP 10 MÔN TIẾNG ANH NĂM HỌC 2023 - 2024 CÓ ĐÁP ÁN (NGỮ Â...

Unit-IV; Professional Sales Representative (PSR).pptx

Unit-IV; Professional Sales Representative (PSR).pptx

Unit-IV; Professional Sales Representative (PSR).pptx

Nutritional Needs Presentation - HLTH 104

Nutritional Needs Presentation - HLTH 104

Nutritional Needs Presentation - HLTH 104

On National Teacher Day, meet the 2024-25 Kenan Fellows

On National Teacher Day, meet the 2024-25 Kenan Fellows

On National Teacher Day, meet the 2024-25 Kenan Fellows

Lesson 6 Performance Management

1. Presented by DR. RHEA LOWELLA S. FISER,RPsy,RPm,CSIOP PERFORMANCE MANAGEMENT

2. HR FUNCTIONS/PLANNING Lesson 6: Performance Management

3. Objectives 3 By the end of this lesson, you will be able to:  Discuss the purpose and process of performance management system  Explain the 4 perspective of balanced scorecard  Identify the parts of performance appraisal form  Explain the reasons why performance appraisal fails and how to prevent them  Enumerate the steps in conducting an effective performance appraisal discussion

5. FR Presented by: DR RHEA LOWELLA S. FISER 5

6. FR Add a footer 6

7. FR Add a footer 7

8. FR Add a footer 8

9. FR Add a footer 9

10. FR Add a footer 10

11. Add a footer 11

12. Add a footer 12

13. Add a footer 13

14. Add a footer 14

15. Add a footer 15

16. Add a footer 16

17. Add a footer 17

18. Add a footer 18

19. Add a footer 19

20. Add a footer 20

21. Add a footer 21

22. Add a footer 22

23. Add a footer 23

24. Add a footer 24

25. Add a footer 25

26. Add a footer 26

27. Add a footer 27

28. Add a footer 28

29. Add a footer 29

30. Add a footer 30

31. Add a footer 31

32. Add a footer 32

33. Add a footer 33

34. Add a footer 34

35. Add a footer 35

36. Add a footer 36

37. Add a footer 37

38. Add a footer 38

39. Add a footer 39

40. Add a footer 40

41. Add a footer 41

42. Add a footer 42

43. Add a footer 43

44. Add a footer 44

45. Add a footer 45

46. DR RHEA LOWELLA S. FISER 09951100143 rheasantillan@live.com Thank You