Chapter 10 - Performance Management and Feedback (2).pdf -...

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PERFORMANCE MANAGEMENT AND FEEDBACK
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Performance Management & Feedback Performance Management & Feedback Organizations need broader performance Organizations need broader performance measures to insure measures to insure Performance deficiencies addressed in timely Performance deficiencies addressed in timely manner through employee development programs manner through employee development programs Employee behaviors channeled in appropriate Employee behaviors channeled in appropriate direction toward performance of specific objectives direction toward performance of specific objectives Employees provided with appropriate & specific Employees provided with appropriate & specific feedback to assist with career development feedback to assist with career development
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Purposes of Performance Management Purposes of Performance Management Systems Systems Facilitate employee development Facilitate employee development Determine specific training & development needs Determine specific training & development needs Assess individual & team strengths & weaknesses Assess individual & team strengths & weaknesses Determine appropriate rewards & compensation Determine appropriate rewards & compensation Salary, promotion, retention, & bonus decisions Salary, promotion, retention, & bonus decisions Employees must understand & accept performance Employees must understand & accept performance feedback system feedback system Enhance employee motivation Enhance employee motivation Employee acknowledgment & praise reinforces desirable Employee acknowledgment & praise reinforces desirable behaviors & outcomes behaviors & outcomes
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Purposes of Performance Management Purposes of Performance Management Systems Systems Facilitate legal compliance Facilitate legal compliance Documentation is strong defense against Documentation is strong defense against charges of unlawful bias charges of unlawful bias Facilitate HR planning process Facilitate HR planning process Alert organization to deficiencies in overall Alert organization to deficiencies in overall level & focus of employee skills level & focus of employee skills
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Who Evaluates? Who Evaluates? Problems with immediate supervisors conducting Problems with immediate supervisors conducting performance evaluations performance evaluations Lacking appropriate information to provide informed Lacking appropriate information to provide informed feedback on employee performance feedback on employee performance Insufficient observation of employee Insufficient observation of employee’ s day s day- to to- day work to day work to validly assess performance validly assess performance Lack of knowledge about technical dimensions of Lack of knowledge about technical dimensions of subordinate subordinate’ s work s work Lack of training or appreciation for evaluation process Lack of training or appreciation for evaluation process Perceptual errors by supervisors that create bias or lack of Perceptual errors by supervisors that create bias or lack of subjectivity in evaluations subjectivity in evaluations
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