Appraising The Secretaries At Sweetwater U

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  • Sweetwater

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  • Management

    [pic] Human Resource Management Assignment Submitted By: Submitted To: Professor Saqib Ilyas Section: D Date: 15th May, 2012 Appraising the Secretaries at Sweetwater U 1) Do you think that the experts’ recommendations will be sufficient to get most of the administrators to fill out the rating forms properly? Why? Why not? What additional actions (if any) do you think will be necessary? Answer: While controversial, the recommendations would

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  • Secretary

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  • Hi Hello How R U

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  • Week 5 Home Work Devry Labor

    Review the Case application: APPRAISING THE SECRETARIES AT SWEETWATER U at the end of Chapter 9 of your textbook. Review the three questions at the end of the case. Think about how you might answer those questions. Now, answer these questions: 1. Do you think that the experts ‘recommendations will be sufficient to get most of the administrators to fill out the rating forms properly? Why? Why not? What additional actions (if any) do you think will be necessary? I think that in some way the employee’s

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  • Mgmt404 Week 5

    application case: “Appraising the Secretaries at Sweetwater U” the balance was in danger of being tipped when the university realized that there was a bias that was occurring during annual job performance appraisals. Because these appraisals were directly tied to annual income raises, these biases proved to be very costly to the university since every appraisal led to a maximized income raise for every secretary at Sweetwater U. In this scenario, the secretaries at Sweetwater U were happy but the

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  • Appraising the Secretaries at Sweetwater U

    organizing B) planning C) motivating D) staffing Answer: D Explanation: D) The staffing function of the management process is also known as the human resource management function. The staffing function addresses the process of acquiring, training, appraising, and compensating employees, as well as addressing issues of labor relations, worker safety, and fairness. Diff: 1 Chapter: 1 Objective: 1 Skill: Concept Learning Outcome: Describe effective interviewing techniques 9) Larry, a manager

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  • Sweetwater University

    Management Appraising the Secretaries at Sweetwater U 1. Do you think that the experts’ recommendations will be sufficient to get most of the administrators to fill out the rating forms properly? Why? Why not? What additional actions (if any) do you think will be necessary? Yes I do, the sample performance rating form that the experts recommended Sweetwater to use instead of the good or excellent formula they were using is way more in depth. For instance, this rates the secretaries on a scale

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  • Hrm Sweetwater U

    CASE STUDY Appraising the Secretaries of Sweet water University SUMMARY OF THE CASE: This case study is about the newly appointed vice president, Rob Winchester and about the difficulties he faced shortly after his university career began .Rob's boss, Sweetwater's president assigned him the first task of improving the performance appraisal system used to evaluate secretarial and clerical performance. In this case, the main difficulty is the performance appraisal which was directly tied to

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  • Appraising the Secretaries at Sweetwater U

    properly. The sample performance rating form that the expert recommended Sweetwater to use instead of the good or excellent formula they were using is way more in depth. For example, this rates the secretaries on a scale of 1-5 on different skills such as communication, organizational know-how, and achieving business results. Within each of these categories, the employer has a chance to write in their own words how the secretaries are excelling in these categories or how they can improve on them. You

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  • Appraising Performance at Precision

    compensation systems. Job descriptions, a product of job analyses, can be used by supervisors to create objective performance measures. Job descriptions note the duties, requirements, and relative importance of a job within the company. Supervisors appraising performances can match employees’ performance to these criteria. 3. Communicate – for merit pay programs to succeed, employees must clearly understand what they need to do to receive merit increases and what the rewards for their performance will

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  • Appraising the Secretaries at Sweetwater

    stop using it all at once since the secretaries got so upset they were picketing. They could use the current method but, more efficiently. The ranking method is not as simple as the graphic forms. In some cases it could cause disagreements among employees (Dessler 2011). What performance appraisal system would you develop for the secretaries if you were Rob Winchester? Defend your answer. The performance appraisal system that I would develop for the secretaries is the Graphic Rating Scale method

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  • Appraising the Secretaries at Sweetwater U

    Appraising the Secretaries at Sweetwater U 1. The recommendations would encourage administrators to fill out the forms correctly. Although, it is important to consider that the administrators might be biased and convinced to rate “excellent”. Incorporating a more detailed form and not binding the performance ratings to salary increases would allow the managers to feel more freely about rating secretaries accurately. It would be necessary to have some sort of strong training sessions for both

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  • Marketing Case Study Sweetwater

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    our own cleaning materials so that we don’t have to barrow to the utility. Ms. Eunice our President suggest that we have to buy trash bins so that the students will be obliged to put the trash to the trash bins and not to the hall way. Me, as the secretary suggest that we have to have more chairs because some students sit to the high chair, to the floor and some shared to one chair that cause the chair to broke. And then Our Vice President, Kuya Aljon suggest that we have to do first the Brigade for

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