1. Stage 2-Information collection & Performance Analysis

1. Stage 2-Information collection & Performance...

Info icon This preview shows pages 1–8. Sign up to view the full content.

View Full Document Right Arrow Icon
Performance Management Process (Performance Management Cycle) Stage 1 Planning the Performance Stage 2  Supporting the Performance  Stage 3  Quarterly Formal Performance  Rating Stage  5  Administrative Decisions [Ability to do x Work Effort x Opportunity to do] Collection of information about  performance  level and comparing  the performance outcome with the  desired ones Revisiting the support functions Stage 4  Integration of the quarterly reports  to  work out average score and assign  rating Identifying cause of less than optimum  performance if so. Taking developmental & motivational  measures  Giving face-to-face informal feedback Defining performance goals on the basis  of job profile
Image of page 1

Info icon This preview has intentionally blurred sections. Sign up to view the full version.

View Full Document Right Arrow Icon
Informal Performance Review Informal reviews are the process by which performance is managed throughout the performance period. Informally, performance is reviewed as it occurs by the individual as well as the manager, comparing what happened with what should have happened.
Image of page 2
Informal feedback can take place whenever a manager comments on a piece of work or an action taken by an individual at work: ‘Well done’; ‘That’s exactly what I wanted’; ‘Could we discuss another way of doing this next time?’ ‘Something seems to be going wrong. Let’s discuss why and what can be done about it.’
Image of page 3

Info icon This preview has intentionally blurred sections. Sign up to view the full version.

View Full Document Right Arrow Icon
Whenever appropriate, managers meet individual members of their teams to provide feedback, initiate coaching or other learning activities, and agree on revised goals or any corrective action required. The outcome of such meetings may not be formally documented however, managers may take notes for reference when preparing to conduct a formal review meeting.
Image of page 4
Issues with performance information collection process Reluctance to assess others’  performance They feel uncomfortable evaluating others and feeding them back with the evaluation. Especially when the feedback requires improvement in employee’s performance. Thus, they tend to rate everyone high, or at least equal. As a result, the performance appraisal exercise becomes relatively useless.
Image of page 5

Info icon This preview has intentionally blurred sections. Sign up to view the full version.

View Full Document Right Arrow Icon
Halo Effect Halo effect refers to judging the target person’s total performance on the basis of a single trait such as degree of intelligence, punctuality, honesty, appearance, and dependability. Because of the halo effect, the perceiver neither explores other dimensions of the personality and performance of the target nor gives any feedback to him/her for improvement.
Image of page 6
Stereotyping Stereotyping refers to the tendency of generalizing about others through perceiving them as belonging to a particular class or category and ignoring variation among them.
Image of page 7

Info icon This preview has intentionally blurred sections. Sign up to view the full version.

View Full Document Right Arrow Icon
Image of page 8
This is the end of the preview. Sign up to access the rest of the document.

{[ snackBarMessage ]}

What students are saying

  • Left Quote Icon

    As a current student on this bumpy collegiate pathway, I stumbled upon Course Hero, where I can find study resources for nearly all my courses, get online help from tutors 24/7, and even share my old projects, papers, and lecture notes with other students.

    Student Picture

    Kiran Temple University Fox School of Business ‘17, Course Hero Intern

  • Left Quote Icon

    I cannot even describe how much Course Hero helped me this summer. It’s truly become something I can always rely on and help me. In the end, I was not only able to survive summer classes, but I was able to thrive thanks to Course Hero.

    Student Picture

    Dana University of Pennsylvania ‘17, Course Hero Intern

  • Left Quote Icon

    The ability to access any university’s resources through Course Hero proved invaluable in my case. I was behind on Tulane coursework and actually used UCLA’s materials to help me move forward and get everything together on time.

    Student Picture

    Jill Tulane University ‘16, Course Hero Intern