Performance-management-robert-cardy

Performance-management-robert-cardy - -Ask yourself “were...

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1. Performances - The behaviour or achievements of the worker are important in the workplace. - But not all behaviour or achievements are relevant to the person’s job.. - Therefore, what constitutes the “performance” in the workplace is important - For workers, it can direct and clarify what should be done. - For management, it is needed so that incentive programs & other contingencies can be based on the criteria. - … Performance is needed anytime when a job is created or changed or when someone is unclear as to what comprises performance. 2. Diagnosis - Adequate amount and careful observation is needed; otherwise, it may cause fatal management flaw. 3. Evaluation - The most important step, as it involves judging how good or poor is the observed performance. -
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Unformatted text preview: -Ask yourself: “were there factors that facilitated or inhibited the performance?” “were the outcomes and behaviors due to the e³ort and ability put forth by the worker or due to other circumstances?” 4. Feedback-How is the people’s response-If not done well, the result can be defensiveness on the part of the recipient and no improvement in performances 5. Dealing with feedback-How to transmit the evalua±ons to the worker-If not done well, it may cause interpreta±on problem among workers 6. Improving performance-Use technique, e.g. goal se´ng, removal of system barriers, increase mo±va±on-Help workers to improve their performance levels. 7. Future performance...
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