- shortages of trained workers in growth areas (comp technology, biotech, robotics, green tech, sciences) - an increasing number skilled and unskilled workers from declining industries (steel, auto)-- underemployed workers are those who have more skills or knowledge than their current jobs require or those with part time jobs who want to work full time - a growing percentage of new workers who are under-educated and unprepared for jobs in the contemporary business environment - a shortage of workers in skilled trades due to retirement of again baby boomers - an increasing number of baby boomers - an increasing number of both single parent and two income families resulting in a demand for job sharing , maternity leave, and special career advancement programs for women - a shift in employee attitudes toward work. leisure time has become a much higher priority, as have flextime and a shorter workweek - a recession that took a toll on employee morale and increased the demand the temporary and part time workers - a challenge from overseas labor pools whose members work for lower wages and are subject to fewer laws and regulations that US workers. this results in many jobs being outsourced overseas - an increased demand for benefits tailored to the individual yet cost effective to the company - growing concerns over health care, elder care, child care, drug testing, workplace violence, and opportunities for ppl w/ disabilities - a decreased sense of employee loyalty, which raises employee turnover and the the cost of replacing lost workers This activity is important because managers must be able to determine whether their workers are doing an effective and efficient job, with a minimum of errors and disruptions. They do so by using a performance appraisal, an evaluation that measures employee performance against established standards in order to make decisions about promotions, compensation, training, or termination. Managing effectively means getting results through top performance. That's what performance appraisals at all levels of the organization are for—including at the top, where managers benefit from review by their subordinates. In the 360-degree review, management gathers opinions from all around the employee, including those under, above, and on the same level, to get an accurate, comprehensive idea of the worker's abilities. The goal of this activity is to demonstrate your knowledge of the performance appraisal process. Instructions: Place the steps in the performance appraisal process in the correct order, from first to last. 6 Suzy, the HR Specialist, is busy working with the quality control (QC) manager trying to refine the expected standards of performance for the employees of that department. 2 In her business class, Joanne learned that Title VII of this act prohibits discrimination in hiring, firing, compensation, apprenticeships, training, conditions, or privileges of employment. Sets found in the same folderCivil Rights Act of 1964 The Civil Rights Act of 1964 was the first law that had direct impact on the hiring, firing, compensation, apprenticeships, training, terms, conditions, or privileges of employment based on race, religion, creed, sex, or national origin. Sets with similar terms |