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o Dismissal
Positive discipline – problem solving
Employee discipline management - The person has a performance problem, so we need to find out
where the problem is coming from and help the person get back on track
Discipline - practice of making people obey rules and apply punishment o Oral/verbal reminder
when they do not comply o Written reminder
o Decision making leave (3 days and paid)
o Voluntary resignation
Employee discipline management - systematic process of controlling and
influencing all employees in the org to achieve standards of behaviour Dependent siya kung ano yung pinakvinavalue ng company. For
instance, attendance. Gagawa ka ng rule if nagfofocus sa attendance
Code of discipline First notice – notice to explain (proves that the person already knows
that the behavior is not acceptable)
Personnel policy manual - house rules (ex. rules on attendance: office
hours) if the company has a specific time from 8 - 6, violation if you come Second notice – notice kung ano yung sanction
in tardy. Make a rule about tardiness kase wala kang consequence if may
tardy na tao (rule on tardiness). “Ilalagay niyo as a rule kung bibigyan ng sanction”
Terminal objective – what will the participants do differently at the end Succession planning – talent development process focusing on
of the program employees potential and capacities, addressing voluntary and
involuntary
Training – targets the performance that a person is already doing Traditional – identifying short term or long-term backups in order for
(immediate application) individuals to assume responsibility for critical positions in
Development – long term contingencies (depends on the position)
1. Identify key areas and positions
Common problems with terminal objectives 2. Identify capabilities for Key Areas and positions (competencies to
1. Trainor centered – ano yung ituturo ng trainor be effective)
2. Describe content of training program 3. Identify interested employees and assess them against capabilities
3. Promise too much (pwede more than one position)
4. Describe subject matter/knowledge 4. Develop and implement succession and knowledge transfer plans
(each person would have diff. plan)
Pedagogy – principles for teaching children 5. Evaluate effectiveness
Andragogy – teaching adults
2 types
1. Target date replacement – business knows that a crucial member 1. Reduces employee turnover
will be leaving which allows a more orderly and refined development 2. Improves moral and motivation
and training process 3. manning of vacancies
2. Situational replacement – conducting a needs assessment and 4. utilization of skills
developing a pool of candidates that satisfy various qualifications for one 5. adaptation
or more roles
impact of employee retention
Acceleration pool – identify critical positions ( - employee retention
Family owned business – ayaw ibigay sa professional manager (papasok o process where employees are encouraged to stay with the association
ang succession planning) for the longest period
- importance
Formal succession planning – key positions o this can reflect an organization’s management and branding
1. Create selection criteria for the future owners and/ leaders o projects reflection of the company on the labor market
2. Identify potential candidates
Career development supports employee retention
Indicators if the system is working or not Succession planning – management towards employee
Career development – employees decide where I want to go
- management will help employees in the targeted position
Direct cost o Designate (train)
Indirect cost o Direct supervisor should discuss
o Include the training and development plans that will help employee to
Downsides of SP meet his career objectives
1. Can create an elite group (high potential individuals) à pwede o People can still be motivated even without succession planning
kainggitan
a. Training **Should be complementary
i. Education based (OJTs, Formal
education, mentoring, formal coaching) Nov 19, 2018
ii. Developmental experience (job
rotation, difficult subordinates, assign to new branch) Sacred cow hunt:
Practices that have been around for some time and invisibly reduce
productivity and job satisfaction
Career development program – boost recruitment and retention efforts - Paper cow – unnecessary paperwork
- - Meeting cow – unnecessary number and lengths of meeting
- Speed cow – unnecessary deadlines
Purpose
Change the process and improve productivity
Finding your strength
- Based on Gallup’s 40 year study of human strength led by Father of
Strengths based psychology, Don Clifton
- People who have opportunity to focus on strength are 6x likely to
be engaged in their jobs
Which is it?
- You can be anything you want to be if you try hard enough or…
- You cannot be anything you want to be --- but you can be a lot
more of who you already are