STRATEGIC

HUMAN
RESOURCES
CONTROLS
ANTONINA R. LAZARO
ADMINISTRATIVE OFFICER II (HRMO I)
UNIVERSITY OF NORTHERN PHILIPPINES
Human Resources
Controls

These are controls that focus on:

✔Employee behavior
✔Employee performance
✔Developing and upholding
policies and procedures
 Performance appraisals
Human
Resources Discipline policies
Controls
Employee observations

Employee training
 ▪ It is the process that evaluates
an employee’s performance
against the standards set by
Performance the organization, documents
Appraisal 1 the performance and yields
measurable information that
can be used to provide
valuable feedback to the
employee.
 ▪Rating Scales
Performance
Appraisal 1 ▪Narrative Appraisal
▪360 Degree Appraisal
Rating Scales
✔Rating scales are evaluation systems that assign the employee
a rating or a score for performance and behavior. This appraisal
system is easy to understand and can be done quickly.
✔A rating scale method uses numeric scales to measure
performance items such as dependability, leadership and
timeliness. A reviewer rates each performance criterion for
each from poor to outstanding.
Narrative Appraisal
✔It is an essay type assessment that offers positive and
negative comments about an employee.
✔This type of appraisal relies on the writer’s ability to
express his appraisal facts clearly and fairly.
✔This sort of appraisal allows managers to provide detailed,
circumstantial information, it removes the ability for HR to
easily compare employees.
360 Degree Appraisal
✔It is an appraisal done on an employee by people both
inside and outside the organization, like colleagues,
customers, subordinates and supervisors.
✔Managers and leaders within organizations use 360
feedback surveys to get a better understanding of their
strengths and weaknesses.
What a 360 Degree Appraisal Measures?
⮚ Measures behaviors and competencies
⮚ Provides feedback on how others perceive an employee
⮚ Addresses skills such as listening, planning, and goal-setting
⮚ Focuses on subjective areas such as teamwork, character,
and leadership effectiveness
 ▪ Discipline policies are policies
that address employee
behaviors and performance.
Discipline
Policy 2 ▪ It involve corrective action
steps to redirect behavior or
enhance the performance of
employees who are not
meeting goals.
What is disciplinary
action policy?
• A disciplinary action policy identifies and
standardizes procedures for responding to
incidents that go against company policy.

• A well-written disciplinary action policy

clearly states your company’s rules and the
consequences that happen if those rules are
broken.
What is disciplinary
action in the workplace?
▪It is any response to misbehavior
or rule-breaking at work.
▪Disciplinary action can range from
a verbal or written warning to
suspension or even termination,
depending on the severity of the
infraction.
Why is a disciplinary policy important?
A workplace disciplinary policy provides employees with clear guidelines of
expected conduct and what consequences they can expect if the rules are broken.
A disciplinary policy also:
▪Protects an employee and the company from allegations of wrongful
termination
▪Ensures equal treatment of all employees if rules are not being followed
▪Outlines how employees can report grievances or incidents
▪Establishes a procedure for what is done in the event of rule-breaking
▪Identifies nonproductive or disruptive workers
▪Improves employee performance by identifying poor behaviors
What behavior constitutes disciplinary
action at work?
Behavior that may warrant disciplinary action at work can include:
❑ Failure to perform their job function
❑ Misconduct
❑ Harassment pr violence towards co workers
❑ Illegal behavior
❑ Dress code violations
❑ Inappropriate behavior with co-workers or customers
❑ Attendance issues
❑ Dishonesty
❑ Discrimination
 Types of disciplinary action
Training and Performance Reassignment or
Progressive discipline Improvement Plans Suspension

It is the most traditional form of This action typically used in response to

workplace discipline. The severity serious behavioral issues or in case of
of the corrective action is raised severe conflict, where the employee can
if an employee fails to correct the It is a rehabilitative approaches no longer remain in their position but
issue. that seek to correct the issue termination is not an appropriate
using measurable goals and a response.

Steps of Progressive discipline: plan in place if the employee Reassigning the employee is a
does not meet outlined golas. rehabilitative approach that requires
⮚ Verbal warning this form of disciplinary may also retraining.
⮚ A Written warning end in termination.
⮚ A final warning Suspension is a punitive approach that
⮚ Suspension/probation requires a certain condition be met before
⮚ Termination the employee can be reinstated
 ▪ It is aphysical observation of
employee performance.
▪ Observation occur while the
Employee employee is performing his or
Observation 3 her tasks.
▪ The purpose of a workplace
observation is to identify and
reinforce safe behaviors and
eliminate unsafe behaviors.
 How to Observe Employee
Performance?
1. Create a basic list of criteria in which you are
interested
2. Observe employee yourself, but do not let
that you are monitoring his performance -
this could have an effect on how the
employee acts.
3. Review other reports of the employee’s
performance.
4. Monitor the things that hinder employee
performance.
5. Evaluate the employee based on objective
criteria, such as timeliness submitting work,
not subjective criteria involving personality.
 ▪ It is a process of identifying
needed skills to perform a job
or task and then developing a
plan to teach the skills to
Training 4 employees.
▪ Training can be in the form of
skills training and professional
development.
Considerations in developing a training
plan
❑Knowledge
- is what a person knows
❑Skills
- is the proficiency of how someone does something such as work
❑Attitude
- is how a person acts and thinks which in turn affect behavior and
motivation.
 It is training employees to
Skills Training perform a certain task by
teaching them the necessary
skills.
Training 4
It is a series of learning
Professional opportunities for
Development professionals to enhance
Training their ability to perform at
their jobs.
Common ways
of Training
▪ On-the-job training
▪ Self-study training
▪ Classroom training
On-the-Job Training
▪ The on-the-job training method
involves teaching an employee
how to perform a specific task
allowing the employee to practice
the task and assessing the
outcome, all within the work
environment.
Ways for On-the-Job Training
▪ APPRENTICESHIP-A trainer need to refine the employee’s skills.
▪ COACHING-provision of one-on-one training and instruction
commonly used for underforming employees or those with the
potential to be a star.
▪ MENTORING-a more experienced employee, usually someone from
upper management, takes someone, likely those with exceptional
skills and talent, personally teaches them everything about the
organization.
Self-Study Training
▪ The self-study training
method involves providing
employees with training
materials and allowing the
employee to learn on their
own.
▪ It allows the new employee to
learn at their own pace.
Classroom Training
▪ The classroom training
method involves assembling
employees in a classroom
environment with an inside or
outside trainer.
 Types of Classroom Training
Methodologies
LECTURES DISCUSSIONS E-LEARNING SIMULATIONS

▪ It involves presenting ▪ It encourages output ▪ It invoves the use of ▪ It allows the participnats
from the participants computers, other to perform what is being
the materials in front and the exchange of technological devices, taught to them in a
of the participants information. This and the Internet. controlled environment.
and the lecturer assumes that the Software and Examples:
discussing it. participants have electronic simulations
knowledge about the can be created to -Equipment simulator
topics and that the teach participants
training is more without the need for -Business games
clarrifications than an instructor, setting -In-Basket Technique
imparting new up environment, or
knowledge. exposing them to -Case Studies
unfavorable
situations. -Roleplay
-Behavior modeling
Wrap Up
LESSON SUMMARY
PERFORMANCE APPRAISALS
It involve a process that evaluates an employee’
performance against the standards set by the
organization.
DISCIPLINE POLICIES
Policies that address employee behaviors and
performance.
EMPLOYEE OBSERVATIONS
Physically observations of employees performance
TRAINING
A process of identifying needed skills to perform a
job or task then developing a plan to teachthe skills to
employees
Thank you
QUESTIONS?