Devendorf discussed the strategic
importance of the performance management and appraisal process.
Studies clearly show that companies who manage performance effectively
are far more profitable than those who don't. Good performance
management processes provide a solid foundation for good management:
- Set and
communicate clear expectations. This requires that expectations be
defined at the position and individual level versus the "one
size fits all" appraisal systems in use today.
- Provides the
tools and flexibility to monitor and document performance
throughout the performance period, and to edit goals to adjust
for changes in expectations. This should be the baseline from
which feedback is given.
- Appraisals and
feedback should feed employee development plans to improve
offers software and consulting services to help improve performance
with Purpose" describing
the strategic use of pay to most effectively and efficiently attract,
retain, and motivate employees. To Pay
with Purpose organizations must consider the primary role of
each component of Total Pay (Base Pay, Benefits, Variable Pay,
Recognition). Base Pay and Benefits are “to play” –their
role is to attract and retain quality employees. An organization
must have a target market strategy and manage Base Pay around that
strategy in order to attract quality employees while avoiding the cost
of overpayment. Variable Pay and Recognition are “to win”
–each of these forms of pay plays an important role in driving and
reinforcing performance that makes a difference. Strategic
application of all four components of Total Pay is critical to achieving
success through people.
provided an employment law update covering a variety of topics.
His topics included:
- How Have Your Leave Policies Changed, And
Workers' Compensation Administration, Since The Ohio Supreme Court's
Decision in Coolidge?
- How Will Coolidge Affect Your HR Department
- Independent Contractor Agreements?
- Health Insurance? Classification of
- What Should Employers Do Now About Ohio's New
"Concealed Handgun" Law?
- What Did The U.S. Supreme Court Say About
AFFIRMATIVE ACTION PLANS in Grutter and Gratz … And How Does That
Affect Your HR Department?
- What Did The Courts Say About Sexual Harassment
that occurs OUTSIDE THE WORKPLACE ON THE EMPLOYEE'S OWN TIME?
- What Did The Circuit Courts Say About Sexual
- How Did The Desert Palace Case Affect How You
Train Your Managers and How You Document Employee Issues?
- What Did The Ohio Courts Say About An
Employee's Right To Free Speech AGAINST His Employer?
- How Did The Court's Ruling In Raytheon Affect
The Way You Address Prior Drug Use By Employees?
- What Did The Courts Say About Terminating An
Employee Who Is Working WITHIN HIS RESTRICTIONS While On FMLA
Scott Warrick is one of Ohio's most popular
speakers using his own unique, practical, entertaining and humorous
style. Scott applies over 20 years of Human Resource Management
experience to tell you how to use this information IMMEDIATELY!
Scott Warrick stressed the importance of
understanding the law to "do what you want to do." Too many
lawyers simply scare their clients into doing nothing…which is absurd.
Scott's key message was that "ANYTHING CAN BE MANAGED, IF YOU
SIMPLY KNOW THE LAW AND APPLY HUMAN RESOURCE KNOW-HOW."