mba642_t04_performance_management - Performance Performance...

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Unformatted text preview: Performance Performance Management Management Paul L. Schumann, Ph.D. © 2011 by Paul L. Schumann. All rights reserved. 1 Performance Management Define “performance” for each job • Use job descriptions Measure “performance” of each employee • Use performance appraisal methods Provide feedback on “performance” to each employee • Use feedback sessions 2 Performance Management 3 Aspects of Performance to Evaluate to Results Behaviors Traits/characteristics/attributes 4 Purposes Strategic Purpose Administrative Purpose Developmental Purpose 5 Criteria Strategic congruence Validity Reliability Acceptability Specificity 6 Commonly Used Methods Ranking Forced distribution Rating scales Behaviorally Anchored Rating Scales (BARS) Behavioral Observation Scale (BOS) Management By Objectives (MBO) 7 Sources of Information Sources Sources need: • • • Opportunity Ability Motivation Options: • • • • • • Managers Peers (co­worker) Subordinates Self Customers 360­degree appraisals 8 Feedback Provide frequent feedback Create positive context for session Incorporate self­evaluation Encourage employee participation Praise good performance Solve problems Focus on behavior & results Minimize criticism Set future goals 9 Poor Performance 10 10 ...
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This note was uploaded on 03/25/2012 for the course HR 612 taught by Professor P.h during the Spring '12 term at Minnesota State University Moorhead .

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