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ch8 - I SUMMARY Performanoe management is an ongoing...

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Unformatted text preview: I SUMMARY Performanoe management is an ongoing process, which integrates an organizations vision with performance objectives and performance measurements. It requires a well developed commua nicatiorr system which provides feedback to wt: and employees, a training program that corrects deficiencies, and uses appropriate rewards for motivation purposes {discussed in the foilowinig,I chapter]. Performance appraisal is a critical part of a performmoe management system. Its goal is to provide an accurate picture of past andr'or future employee perfonnance. To do this. performance standards are established. Standards are based on job-related criteria that best determine successful job performance. Where possible. actual performance is then measured directly and objectively. From a wide variety of appraisal techniques. human resource specialists elect those methods that most effectively measure employee perfonuance against the previously set standards. Techniques can be selected both to review past performance and to anticipate performance in the fisture. The appraisal process is usually designed by the human resource department. often with little consultation from other pans of the organization. When it is time to implement a new appraisal approach. those who do the rating usually have little idea about the appraisal process or its objectives. To overcome this shortcoming. the department may design'and deliver appraisal workshops to train managers. A necessary requirement of the appraisal process is employee feedback through an evaluation interview. The intenriewer tries to balance positive areas of performance and those areas where perfonnance is deficient, so thatthe employee receives a realistic view of performance. Perhaps the most significant drallenge raised by performance appraisals is the feedback they provide about human resource department performance. Human resouroe specialists need to be keenly aware that poor [clericErratic-e1 especially when it iswidespread, may reflect problems with previous human resource management activities that are malfunctioning. ...
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