Strategic Human Resource

1. AILEENH. BANAGUAS
(Presenter)

2. AILEENH. BANAGUAS
(Presenter)

3. Objectives

7. PERFORMANCE
APPRAISAL

8. Importance of Performance
Evaluations
 Identify strengths and weaknesses
 Clarify expectations
 Define areas for improvement
 Maintain and improve communication
 Promote growth and development

9. Methods of Performance Appraisal
can be Divided into Two
Categories
•Past Oriented Methods
•Future Oriented Methods

10. •Past Oriented Methods
1. Rating Scales
2. Checklist
3. Forced Choice Method
4. Forced Distribution Method
5. Critical Incidents Method
6. Behaviorally Anchored Rating Scales
7. Field Review Method
8. Performance Tests & Observations
9. Confidential Records
10. Essay Method
11. Cost Accounting Method
12. Comparative Evaluation Method (Ranking & Paired
Comparisons
•Ranking Methods:
•Paired Comparison Methods

11. Future Oriented Methods
1. Management By Objectives
2. Psychological Appraisals
3. Assessment Centers
4. 360-Degree Feedback

12. 
Employee retention refers to the ability of an organization to retain its
employees. Employee retention can be represented by a simple statistic.
However, many consider employee retention as relating to the efforts by
which employers attempt to retain employees in their workforce. ...
 http://en.wikipedia.org/wiki/Employee_retention
9/28/2015 12
Employee Retention

14. Employee Retention Strategies
1.Communicate, communicate, communicate
2. Coach rather than manage
3. Establish clear performance metrics and
make employees accountable for delivering
4. Leverage performance reviews to gain insights
into employee’ goals and aspirations
5. Create growth opportunities
6. Underscore positive feedback with something
tangible

15. 
END…
9/28/2015 15

16. 1. Rating Scales
Each scales ranges from excellent to poor.
Back

17. 2. Checklist
statements of traits of employee in the form of Yes or No.
Back

18. 3. Forced Choice Method
Statements arranged in the blocks of two or more are given and the rater
indicates which statement is true or false.
Back

19. 4. Forced Distribution Method
Employees are clustered around a high point on a rating
scale.
Back

20. 5. Critical Incidents Method
Evaluations are based on actual job
behaviors, ratings are supported by descriptions.
Back

21. 6. Behaviorally Anchored Rating Scales
Statements of effective and ineffective behaviors determine the
points. They are said to be behaviorally anchored.
Back

22. 7. Field Review Method
done by someone outside employees’
own department usually from corporate or HR
department.
Back

23. 8. Performance Tests & Observations
based on the test of knowledge or skills. The
tests may be written or an actual presentation of
skills.
Back

24. 9. Confidential Records:
Mostly used by government departments,
however its application in industry is not ruled out.
Back

25. 10.Essay Method
the rater writes down the employee description in
detail within a number of broad categories like, overall
impression of performance, ability of employee, existing
capabilities and qualifications of performing jobs, strengths
and weaknesses and training needs of the employee.
Back

26. 11.Cost Accounting Method
performance is evaluated from the monetary
returns yields to his or her organization.
Back

27. 12. Comparative Evaluation Method (Ranking & Paired
Comparisons
The usual techniques used may be ranking methods and
paired comparison method.
•Ranking Methods: Superior ranks his worker based on
merit, from best to worst.
•Paired Comparison Methods: In this method each employee
is rated with another employee in the form of pairs.
Back
Back

28. 1. Management By Objectives
It means management by objectives
and the performance is rated against the
achievement of objectives stated by the
management.
Back

29. 2. Psychological Appraisals
These appraisals are more directed to
assess employees potential for future
performance rather than the past one. It is done
in the form of in-depth interviews, psychological
tests, and discussion with supervisors and
review of other evaluations. It is more focused on
employees emotional, intellectual, and
motivational and other personal characteristics
affecting his performance.
Back

30. 3. Assessment Centers
An assessment center is a central location
where managers may come together to have
their participation in job related exercises
evaluated by trained observers. It is more
focused on observation of behaviors across a
series of select exercises or work samples.
Back

31. 4. 360-Degree Feedback
It is a technique which is systematic
collection of performance data on an individual
group, derived from a number of stakeholders like
immediate supervisors, team members, customers,
peers and self.
Back

32. Back

33. Back
PAS FORM B-2
PERFORMANCE APPRAISAL SYSTEM FOR TEACHERS (PAST)
Name: AILEEN H. BANAGUAS School: BALAYAN NATIONAL HIGH SCHOOL
District/Division: BALAYAN EAST/ BATANGAS Region: IV- A CALABARZON
Rating Period: _/__ 1st Sem. ___ 2nd Sem School Year: ___2013-2014_______
PERFORMANCE INDICATOR 10 8 6 4 2 RATING
I. INSTRUCTIONAL COMPETENCE (70%)
A. Lesson Planning and Delivery (45% for Teachers, 40% for Master Teachers
1. Formulates/adopts objectives of lesson plan 8
2. Selects content and prepares appropriate instructional materials/teaching aids 8
3. Selects teaching methods/strategies 6
4. Relates new lesson with previous knowledge/skills 6
5. Provides appropriate motivation 8
6. Presents and develops lessons 8
7. Conveys ideas clearly 6
8. Utilizes the art of questioning to develop higher level of thinking 6
9. Ensures pupils student participation 8
10. Addresses individual differences 8
11. Shows mastery of the subject matter 6
Assessment
12. Diagnoses learner's needs 6
13. Evaluates learning outcomes 8
14. Assesses lesson to determine desired outcomes within allotted time 6
Management of time and learning environment
15. Maintains clean and orderly classroom 8
16. Maintains classroom conducive to learning 8
Total Score 114
Sub-Rating [Total Score/16) x 45% or 40%] 3.21
B. Technical Assistance (for Master Teachers only - 15%)
1. Provides assistance to teachers in improving their teaching competence
2. Prepares prototype instructional materials for use
3. Assists in the conduct of in-service trainings/conferences
4. Serves as demonstration teacher on innovative teachings techniques,
classroom management, materials development
Total Score
Sub-Rating [(Total Score/4) x 15%]
C. Learner's Achievement (20% for Teachers, 10% for Master Teachers)
1. Improves learners achievement level pretest 6
Total Score 6
Sub-Rating [(Total Score x 20% or 10%] 1.20
D. School, Home and Community Involvement (5%)
1. Organizes and maintains functional homeroom/PTA 8
2. Conducts homeroom/PTA meeting to report learner's progress 8
3. Disseminate school policies/plans/programs accomplishments to the schools' clientele 8
4. Participates in community projects and in civic organizations 6
5. Encourage involvement of parents in school programs and activities 6
Total Score 36
Sub-Rating [(Total Score /5 ) x 5%] 0.36
Total Rating (A+B+C+D) 4.77
II. PROFESSIONAL AND PERSONAL CHARACTERISTICS (20%)
1. Decisiveness 6
2. Honesty/Integrity 8
3. Dedication/Commitment 8
4. Initiative/Resourcefulness 8
5. Courtesy 8
6. Human Relations 8
7. Leadership 6
8. Stress Tolerance 8
9. Fairness/Justice 8
10. Proper Attire/Good Grooming 8
Total Score 76
Total Rating [(Total Score/10) x 20%] 1.52
III. PUNCTUALITY/ATTENDANCE (10%) (Including Meeting and required School Activities)
Punctuality - number of times tardy during the rating period 8
Attendance - number of days absent during the rating period 8
Total Score 16
Total Rating [(Total Score/2) x 10%] 0.80
GRAND TOTAL 7.09
PLUS FACTOR
(.5 for each indicator but not to exceed 2 points for the total)
1. Rendered the following technical assistance
1.1 provided assistance to co-teachers in improving their technical competence
8